How 1win Develops Its Talent: Inside the Company’s Approach

In iGaming, expertise ages fast. Markets open and close, traffic sources change their rules, and yesterday’s best practice can become irrelevant within a season. For companies, this raises a simple question: who do you hire when the industry keeps rewriting itself? At 1win, the answer is to hire for mindset and develop people from within. Founded in 2016, 1win has grown into an international iGaming platform that now operates in more than 35 GEOs. Its team is made up of more than 7,000 people working across 30+ offices worldwide. Behind that growth is a clear principle: the team is the company’s main asset. 1win HR team: A strong CV is a baseline filter. When candidates have comparable backgrounds, what makes the difference is the way they think. For iGaming professionals in Latin America, where the industry is changing just as quickly, this approach offers a different kind of career: one built around growth rather than a fixed job title. Growing from within 1win focuses on internal promotions and developing leaders: 70% of its C-level executives grew within the company. Career growth here is not limited to moving up a single ladder. Thanks to the scale of the holding, employees can grow vertically, taking on new roles and a wider scope of responsibility. Or horizontally, trying themselves in new projects or adjacent areas, without being tied to one position or a fixed career track. Initiative is part of that growth. If an employee sees a way to improve a process or launch a new approach, they can discuss it with their manager. Promising ideas get attention, and some have grown into full-scale business areas. 1win HR team: At 1win, new directions often appear before open vacancies do. That is why a strong specialist’s expertise can become the basis for a new role in the team. Context instead of control Professional expertise remains a baseline requirement. But in an industry that changes every season, 1win looks just as closely at how a person applies it. Three markers stand out: Flexibility in uncertainty. The ability to make decisions without perfect inputs, test hypotheses quickly and learn from mistakes. Autonomy. The ability to set priorities, spot risks and take responsibility without constant supervision. Adaptability. In iGaming, experience quickly loses relevance, so what matters most is the ability to learn fast and deliver results as conditions change. When assessing candidates, the company also looks at the quality of their decisions, responsibility for the team’s overall result, the scale of their thinking and their readiness to improve processes without being asked. People like that don’t need step-by-step instructions. They need context: the goal and the expected result. From day one, new team members take on real tasks, align on focus with their manager in regular one-on-ones and reach full autonomy without micromanagement. Then come learning, from technical courses to management seminars, and projects of their own. A manager’s job is not to control every step but to build a system in which the team grows and keeps its pace. 1win HR team: We value people who think beyond their role and are not afraid to step outside their usual responsibilities. The results show across the business, and the industry has taken notice: in 2025–2026, 1win Partners won Best Affiliate Management of the Year at the AffPapa iGaming Awards LATAM and Best CMO at the BWIGA Awards 2026. A culture you can feel At 1win, corporate culture is looked after by a dedicated team. It supports employees from their very first days, introduces them to benefits, opportunities and internal activities, and helps them settle into a large international company. Life at 1win goes beyond tasks and KPIs. The team regularly gets together at corporate parties, team-building sessions and office events, while everyday culture is built around shared activities: sports, interest clubs, holidays and internal challenges. Employees have access to a benefits package for growth and well-being: professional development courses, AI training, language courses, the MyBook corporate library and sessions with a psychologist. At the Cyprus office, employees also get daily meals, a gym, an in-house medical team, a bar with coffee and smoothies, Sunday padel, a WHOOP band for every newcomer and even an on-site car wash, plus a relocation package for those moving to the island. Open dialogue holds it all together. Ideas can be discussed directly with a manager, feedback is regular, and new team members are encouraged to share their views from the very start. Roles that shape the industry The range of opportunities at 1win reflects the scale of the business. In recent months, the company has been hiring for leadership positions, the affiliate team, product, marketing analytics, localization with AI tools, SMM, promo and game design, including regional roles focused on Latin America. At 1win, a role can be shaped around the person, not the other way around. That is why you can reach out even if there is no suitable vacancy right now: through the Talent Search format, specialists share the role they are considering, their main strengths, the project they are most proud of and where they want to grow next. For strong expertise, the company finds the right task or creates a new position. If you are looking for a place where opportunities are not limited to one job title, send your CV to 1win HR on WhatsApp or by email at hr@1win.com.