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The public evidence supports a narrower claim than the headline suggests. iGaming employers are reporting intense pressure to hire specialists in areas such as data, AI integration, cybersecurity and compliance, and they are changing how they recruit. What the sources reviewed do not show is an independently measured, sector-wide increase in technology jobs. No published time series counts iGaming technology vacancies or employment over time, so “surge” is best treated as a hypothesis the evidence partly supports, not a settled fact.
This article separates three kinds of evidence: an industry talent report that describes hiring priorities, official labour-market data from outside the sector, and individual employer job listings. Each answers a different question, and mixing them is the most common reason the “tech jobs boom” story looks more solid than it is.
What the industry evidence actually shows
The most directly relevant source is the 2026 iGaming Talent Trends report, produced by SOFTSWISS with the recruitment consultancy Pentasia and announced on March 17, 2026. According to the announcement, the report combines proprietary SOFTSWISS and Pentasia information with survey responses from more than 90 B2B and B2C industry leaders, plus operational workforce insights from regulated markets. Read the figure carefully: it is the number of leaders who responded to the survey, not a census of operators, suppliers or workers.
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Why “surge” needs a stricter test
A genuine surge in technology employment would show up as a rising count of jobs or workers in the sector over several periods, measured the same way each time. The public material does not provide that. A report about hiring priorities can be accurate while total headcount in the sector is flat, rising slowly, or shifting between employers. Likewise, a survey finding that many companies rank AI among their top priorities is evidence of intent, not of jobs created.
The skills employers say they need
The public summary of the 2026 report identifies seven talent trends. It does not say how many openings sit behind each one, so the list describes priorities rather than volumes:
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- AI automation: hiring for people who can build, run and govern automated processes, not only for AI researchers.
- Data: analysts and engineers who can turn player, payment and product data into decisions that also satisfy regulators.
- Cybersecurity: protection of player accounts, payment flows and platform infrastructure.
- Skills-first hiring: assessing candidates on demonstrable capability rather than traditional credentials or sector background.
- Upskilling: developing current staff for new responsibilities instead of recruiting externally for every gap.
- Borderless recruitment: sourcing talent across countries, which matters for operators working in several licensing markets.
- Compliance: technical roles that build and maintain controls for licensed, regulated markets.
Two of these themes, AI-related work and compliance, are tied to how a regulated business operates, which helps explain why demand for technical staff may hold up even when general hiring is cautious. That reading is an interpretation of the trend list, not a finding the report states in those terms.
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Official statistics from other labour markets show strong demand for many of the same skills. They do not describe the gambling sector, and they should not be cited as iGaming figures.
| Measure | Figure | Scope and source |
|---|---|---|
| Vacancies that were newly created positions | 49.3% in 2025, up from 45.7% in 2024 | All vacancies in Singapore; Ministry of Manpower, 2026. Business expansion was the main reason given. |
| Vacancies that could be done remotely | 22.7% in 2025, up from 14.4% in 2024 | All vacancies in Singapore; Ministry of Manpower, 2026. |
| Software, web, multimedia and game developers and designers | Among the most sought-after occupations in 2025 | Singapore, all industries; Ministry of Manpower. Also named: systems analysts, data scientists, and applications and systems programmers, including AI/ML engineers. |
| Data scientists | +33.5% projected employment change, 2024–34 | United States, all industries; Bureau of Labor Statistics projection, not observed growth. |
| Information security analysts | +28.5% projected employment change, 2024–34 | United States, all industries; Bureau of Labor Statistics projection. |
| Software developers | +15.8% projected employment change, 2024–34 | United States, all industries; Bureau of Labor Statistics projection. |
The Singapore figures also explain why employers struggle to fill these roles. The Ministry of Manpower pointed to specialised skills and required work experience as reasons several technology occupations were hard to fill. Those constraints are likely to apply to iGaming employers competing for the same people, but the statistics do not measure the gambling sector directly.
Employer vacancies as a snapshot
SOFTSWISS’s public careers page has listed engineering and technology roles, including developer and IT-support positions, across several locations. These listings show what one supplier was recruiting for at the time they were viewed. They are useful for understanding the kinds of role an iGaming platform business advertises, such as software development and IT support, but they are a changing snapshot of one company. Vacancy counts from a single employer cannot be extrapolated to the industry.
When searching for these roles, readers commonly use phrases such as “iGaming jobs,” “IT jobs,” and “remote work in IT and software.” Results from those searches mix operators, B2B platform providers, and general technology employers that happen to serve gambling clients, so check each listing’s employer and location before drawing conclusions about the sector.
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How to compare the kinds of evidence
If you are comparing role types or employers, five dimensions keep the comparison honest:
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- Function: software and platform engineering, data and AI, cybersecurity, infrastructure, or compliance technology.
- Seniority and specialist experience: whether the role needs niche regulatory or platform knowledge, which the Singapore data suggests can slow hiring.
- Geography and licensing market: roles tied to a specific regulator differ from those that serve many markets.
- Employer type: an operator hiring for its own product is not the same as a B2B platform or software provider selling into gambling.
- Evidence type: a surveyed employer priority, a posted vacancy, and an official labour projection answer different questions.
The available sources support using these dimensions to describe where demand sits. They do not support ranking iGaming role families by how many vacancies each has.
What is not established
- No published figure gives the total number, or the growth rate, of technology jobs in the online gambling industry.
- The 90-plus respondents in the 2026 report are survey participants, and the report’s data is proprietary, so its results cannot be independently verified from the public summary.
- Singapore and US statistics cover broader labour markets and cannot be used as gambling-sector counts.
- Employer job pages change frequently, so any listing cited here reflects the date it was viewed, not current availability.
A reasonable reading of the evidence is that iGaming employers are hiring selectively for specialist technology skills, that AI, data, cybersecurity and compliance are central to those decisions, and that the sector’s total technology headcount has not been measured in a way that proves a surge.
“Three things for 2026: be clear – ambiguity is expensive. Move with intent – good candidates don’t wait forever. Treat hiring as a partnership, not a transaction.”
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That advice comes from Natalia Perkowska, Deputy Chief HR Officer at SOFTSWISS, in the company’s March 17, 2026 announcement. It reflects a company executive’s view of hiring practice, not an independent finding about the market.
For readers tracking this topic, the most useful next question is whether future industry reports publish counts of openings or hires by function, measured the same way across years. Until such figures appear, claims about a sector-wide surge should be read as hiring-priority evidence rather than job-growth data.
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