Discover your next opportunity @ link-gaming.com 2017 Salary Survey Malta iGaming Industry
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Discover your next opportunity
@ link-gaming.com
2017 Salary Survey Malta iGaming Industry
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link-gaming.com
Managing Director’s Introduction
Welcome to the 2017 Edition of the Boston Link
iGaming Salary Survey, Malta. I am delighted to
present to you our research on market salaries within
the local sector.
This year is going to be a fantastic one for the iGaming
community in Malta. Companies are full of optimism about
their growth potential, and Malta is now firmly established as
the best jurisdiction for the sector in Europe, and possibly the
world.
This salary survey is important because of the critical need for
companies to reward their employees correctly. Attracting
and retaining talent is central to the growth strategy of every
player in the market, and there is fierce competition for a
wide range of skill-sets. Encouragingly, the island’s talent
pool is improving all the time; from local talent with specialist
skills in areas such as finance and tech to international
recruits relocating to Malta from the UK, Isle of Man,
mainland Europe, and particularly Gibraltar. As such, we have
built several of our findings on relocations and benefits into
the survey results as a guide to these difficult areas.
Note that each position has a salary range, representing
upper and lower limits. The blue diamond marks the average
salary. This is salary only, and excludes benefits.
We hope you find real value in the insights from our survey. If
there is anything else that you would like to know, just ask; as
always, we will do our best to help!
Julian Perigo
Managing Director
+356 2704 1692
Connect on LinkedIn
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Executive Level
Executive pay in Malta continues to be competitive and high performers can be demand impressive pay-
outs. However, average base salaries are not yet as high as some other centres, like London or Gibraltar.
For these positions, the upper limit of the salary range shown is less absolute than for the other salaries in this report.
There are a lot of high outliers that we have eliminated to give a better idea of the normal range, so the most well
remunerated executives are earning significantly more than the ranges shown here.
It's also worth noting that the CEO, CFO, COO, and CMO positions tends to be subject to performance related bonuses
in addition to base salary and benefits. This practice is less common amongst the other executive positions shown.
Key to Graphs: Additional Indicators
In addition to the simple salary ranges, we have also tried to indicate where a job’s remuneration is being particularly
influenced by one factor. The coloured dots by the job title indicate a job is subject to one or more of the following:
Commission or bonuses commonly payable on top of base salary shown.
Shift patterns substantially affect base salary.
Language skills (especially native language skills) can command higher salaries or drive demand.
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Core Staff for Operators
For operator staff, language skills are becoming an increasingly important aspect of salary determination,
particularly for VIP, marketing, and customer support departments. Shift work also commonly commands
higher remuneration in these areas.
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Core Staff for Suppliers
These figures for TSPs (e.g. game developers and payments providers) are base salary only, but bonuses
and commissions are common. Salaries grew quickly with demand in 2016 and this will continue in 2017.
How are firms making relocations work?
Relocations can be complicated, expensive, and time-consuming. Our experience has shown that firms with a well-
structured relocation programme will have a more settled, productive employee who is more likely to stay past the
(often challenging) first weeks and months. This is how companies are making relocations work well:
Correct advice and assistance on personal administration such as bank accounts, social security and ID cards.
Using the right real estate agents who know the best properties.
Knowledge of the schooling system.
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Technology Driven Roles
Tech hiring is a major headache for the sector. A huge imbalance between supply and demand is leading to
multiple offer scenarios and buy-backs. Companies that are winning in this space are offering the best
technologies, the best pay, and relocating talent from overseas.
Average Relocation Packages
Relocating talent to the island must be part of a company’s
recruitment strategy. While the relocation package is unlikely
to be the key driver of an individual's decision to accept a role
(or indeed which role to accept) it will undoubtedly influence
their decision and is therefore an important part of an offer.
The average relocation package within the industry in Malta is:
One-way flight
3 weeks in company accommodation / hotel
€1000 - €1500 in relocation expenses
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General Support Staff
The sector is well-staffed in areas such as Finance and HR, and as a result we haven’t seen salaries increase
as much as other areas of the market. The exception is lawyers who, despite big pay rises on offer, are
reluctant to go in-house – seemingly for fear the sector won’t last.
How Benefits are Changing
The iGaming industry in Malta is one of the most progressive in Europe, if not globally
for the wellbeing of their staff. Creative office spaces, free meals, sophisticated
company events, and generous welcome packs have all become the norm. Other
standard rewards include health insurance (some include dental and family cover) and
gym membership subsidies. It is becoming increasingly hard for employers to
differentiate, but here are some trends which we see coming into play in 2017:
Pension schemes.
Flexible / remote working.
More personalised benefits and incentives such as personalised health / nutrition
programmes or individual (not team /company) events and prizes.
Points-based benefits structures.
Clearer and better supported career development plans.
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