1win has outlined its approach to talent development across a team of over 7,000 employees, emphasising internal progression and adaptability as central elements of its recruitment and retention strategy. The iGaming operator, established in 2016, now operates in more than 35 geographical markets and maintains over 30 offices worldwide.
Internal Progression and Employee Mobility
The company reports that internal development is a key pillar of its human resources approach, with 70% of its C-level executives having advanced from within the organisation. Employees at 1win are encouraged to pursue both vertical and horizontal career moves, enabling them to take on more responsibility or shift into new projects and departments. The company also supports employee-driven innovation, allowing staff to propose new business processes or areas of operation, which can lead to the creation of entirely new roles or projects.
Recruitment Focuses on Adaptability and Autonomy
1win’s recruitment process goes beyond evaluating professional experience, placing significant weight on candidates’ decision-making abilities, adaptability, and autonomy. The company seeks individuals who are comfortable making decisions with incomplete information, are willing to experiment and learn from setbacks, and can adjust to changing market conditions. Employees are expected to take initiative, identify risks, and contribute to broader team goals without constant supervision. New hires receive operational responsibilities early in their tenure, supported by regular one-on-one meetings and access to technical and management training as they grow within the company.
Comprehensive Employee Benefits and Culture
1win maintains a dedicated corporate culture team to introduce staff to internal opportunities and benefits. The company offers a range of professional development options, including technical courses, AI and language training, access to a corporate library, and sessions with a psychologist. Employees can also participate in sports, interest groups, and corporate events. The Cyprus office provides additional perks such as daily meals, gym facilities, in-house medical support, and a relocation package for those moving to the region.
Implications for Operators and Affiliates
1win’s focus on internal progression and adaptability may serve as a model for other operators and affiliates seeking to retain talent in a competitive industry. By investing in employee development and fostering a culture of autonomy, companies may be better positioned to respond to market changes and promote innovation. 1win’s approach has also contributed to industry recognition, with its affiliate management team and marketing leaders receiving awards in recent years.
Key takeaways
- 1win prioritises internal progression, with most C-level leaders promoted from within.
- Recruitment focuses on adaptability, autonomy, and decision-making skills.
- Comprehensive benefits and a strong corporate culture support employee retention.
- The approach has contributed to industry recognition for affiliate management and marketing.