Last week, Marshall Wolfe was proud to take part in TIG25 (Technology in Gaming) — a brilliant gathering of minds from across the regulated gaming sector. Hosted by Pretty Technical, this event brought together leaders, founders, and specialists tackling the most pressing questions around growth, innovation, and talent in gaming.
Our very own Amber Hunt was invited to join a panel on Hiring – How do you stand out in a competitive job market and build a dream team, alongside Jim Marshall, Andre Marenke and George Berson, to discuss how gaming companies can better attract, hire, and retain the talent that will drive their next phase of growth.
At Marshall Wolfe, we believe talent isn’t just a department — it’s a business-critical conversation. With automation and AI reshaping the landscape, now is the time for employers to re-evaluate the fundamentals of hiring. Here’s a summary of the key insights Amber shared on the panel:
WHAT should I look for?
We encourage clients to stop chasing shopping lists of experience and start identifying what really matters. Separate the must-haves from the nice-to-haves – shift the focus from everything a candidate has done to what they can do. Culture fit, often cited as crucial, can’t be captured in a job spec — it shows up during meaningful interactions. So ask yourself: is your current hiring process fit for purpose, or are you losing great people along the way?
WHY should I hire at all?
The question isn’t just who do I need, but why do I need them? Hiring should be tied to business efficiency and value creation, not headcount for the sake of growth. In today’s gaming landscape, success is less about scale and more about agility. While AI may disrupt repetitive roles, it also creates space for upskilling and building new capability. Think strategically about where new talent can unlock potential.
WHERE should I get talent?
The answer lies in understanding your operating model. Whether your team is office-based, hybrid, or remote — your approach to sourcing talent needs to reflect that. Great talent exists everywhere — and often, right within your network. Knowing where to look starts with knowing how your business works. Tap into your networks, leverage underutilised markets, and consider how to engage talent beyond the usual job boards.
HOW should I hire?
It’s simple: hire how you’d like to be hired. In a competitive market, employer brand is more important than ever. Companies must build transparent, engaging, and inclusive processes. Too many get this backwards — here’s a better approach:
- ENGAGE the market
- ATTRACT talented candidates
- Encourage them to APPLY
Get this right, and you’ll boost your offer-stage success rate and strengthen your brand reputation.
Powerful Conversations Across the Agenda
The talent panel was just one part of a rich and forward-looking agenda. Huge credit to the organisers and speakers for creating space to explore the connection of technology, talent, compliance, and innovation in gaming. If you’re rethinking your hiring strategy or want to talk talent in a disruptive market — get in touch with the Marshall Wolfe team.
Thank you to TIG25 for a brilliant event. We look forward to continuing the conversation.
