Industry News

European Gaming Q3 Meetup Part II: The Importance of Company Culture in iGaming

Published

2 years ago

September 15, 2023

european-gaming-q3-meetup-part-ii:-the-importance-of-company-culture-in-igaming

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The European Gaming Q3 Virtual Meetup that took place on 13 September had it all: from Commercial Marketing and the Player Lifecycle, to Employer Marketing, Talent Acquisition and Retention, industry experts from the European iGaming scene provided insights in two informative and honest panels that no professional should miss! Read on and find the link to the Livestream recordings to watch the EGQ3 Meetup on YouTube!

The European Gaming Meetups by Hipther Agency are designed to keep you up-to-date with what is fresh in the European gambling industry.

The meetups feature several panel discussions per region and topics that are joined by key industry experts, CEOs, C-Level Executives, Business Development Managers, and sometimes government officials/regulators.

The European Gaming Q3 Virtual Meetup featured two thought-provoking panels: “Mastering the Player Lifecycle” and “The Importance of Company Culture in iGaming”.

Panel 2: “The Importance of Creating a Company Culture in iGaming”

Speakers: Kevin Perks, Senior Talent Acquisition Partner at Van Kaizen | Nana Shneider, HRD at BETBAZAR | Tom Galanis, CEO at TAG Media & First Look Games

Moderated by: Zoltan Tundik, Co-founder and Head of Business at Hipther

Watch the Panel Discussion on YouTube and HiptherTV!

The panel discussion promptly emphasized the pivotal role of fostering a positive company culture within the iGaming sector.

Nana Shneider, HRD at BETBAZAR, initiated the conversation by underlining the significance of motivation and growth in the workplace, recognizing the impact of personal lives on employees’ well-being. She stressed that a positive company culture can contribute to achieving a harmonious work-life balance.

Tom Galanis, CEO at TAG Media & First Look Games, shared insights from companies that operate as remote workplaces. He highlighted the indispensability of strong communication, especially in remote work settings. While attractive salaries can incentivize talent acquisition, Tom emphasized that for talent retention, a company must offer something unique that motivates individuals to work and grow within the organization.

Kevin Perks, Senior Talent Acquisition Partner at Van Kaizen, offered insights from a recruiter’s perspective. He emphasized the essence of company culture both in general and from the job seekers’ viewpoint. Interestingly, he noted that candidates typically inquire less about “superficial” perks like game rooms or ping-pong tables and focus more on company culture. Key questions revolve around whether a company is people-centric, if employees are trusted to perform their tasks without micromanagement, and if there are ample learning and development opportunities. Kevin also stressed that while talent attraction involves marketing communications, the foundation for retention begins with building honest and strong relationships with candidates during the recruitment phase, where the company culture and values play a vital role.

The discussion then delved into the contemporary workspace and remote work environments. The panelists explored the role of company culture in these settings.

Nana emphasized the importance of motivation and connection. She contended that companies must motivate employees by fostering a sense of unity and support, even among remote workers. Tom, with his experience leading remote-work companies, highlighted the challenge of forming meaningful connections in remote work settings. He emphasized that a strong company culture provides meaning and motivation in such environments.

Kevin pointed out that company culture is fundamentally what the business stands for, making it essential for companies to establish a clear culture. In remote settings, effective communication becomes even more critical, with middle managers playing a crucial role in shaping and maintaining company culture.

The discussion also touched on employer marketing and the challenges of conveying company culture in media within a remote work context. Nana highlighted the need for clarity and conciseness in messaging and values to reach everyone, regardless of diverse backgrounds. She emphasized the value of democracy and finding common ground between the company and employees. Tom emphasized honesty and trust as fundamental values, while Kevin reiterated that a positive company culture equates to a people-centric culture, with every individual responsible for creating a safe environment, upholding company values, and advocating for them.

Regarding leadership and company culture, Nana stressed that leaders set the tone for the company and are crucial not only for business development but also for employee growth. Tom echoed this sentiment, emphasizing the importance of leaders displaying soft skills and prioritizing training tools while fostering empathy in interactions with employees. Kevin agreed and reinforced the significance of managers in establishing company culture, emphasizing the promotion of people not just for task completion but also for their people management skills.

Lastly, the discussion explored changes companies can implement to promote a positive company culture. Nana emphasized the importance of companies attending to employees’ needs, embracing flexibility, and fostering communication through calls, discussions, and meetings between top management and employees. Tom urged leaders and management to revisit their vision and culture, offering support and assistance to employees. Kevin emphasized that candidates now closely scrutinize a company’s culture during the recruitment process. They seek signs of culture, which are often not evident in a company’s media communications. Thus, the recruitment process and the relationships established during it are vital.

In conclusion, the panelists underscored that people should be at the heart of company culture, enabling them to derive satisfaction from their work and personal growth. They emphasized that everyone within a company shares the responsibility for shaping its culture.

Read more about the first part of this exciting and informative edition of the European Quarterly Meetups, a panel discussion on Company Culture in iGaming!

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European Gaming Q3 Meetup Part I: Mastering the Player Lifecycle

AI

Despite AI’s Rise, Fraud Teams Keep Growing — SEON 2026 Report

Published

5 days ago

March 4, 2026

Wladimir P.

despite-ai’s-rise,-fraud-teams-keep-growing-—-seon-2026-report

SEON, the command centre for immediate Fraud Prevention and AML Compliance, has unveiled AI Reality Check: 2026 Fraud & AML Leaders Report, the second iteration of its sector research, derived from a worldwide survey of 1,010 leaders in fraud, risk, and compliance spanning payments, fintech, financial services, retail, eCommerce, and gaming.

The figures reveal an unforeseen narrative: AI is ubiquitous, yet operations are not becoming easier to manage. Currently, 98% of organizations utilize AI in fraud and AML processes, with 95% expressing confidence in its effectiveness; meanwhile, headcount plans rose from 88% to 94% year-over-year, and 83% anticipate budget increases in 2026.

Complexity Is Surpassing Automation

AI has not lessened the workload — it has revealed the extent of work that has always existed. Fraud losses are increasingly approaching revenue growth, threats are advancing more rapidly, and disjointed systems restrict the true potential of AI at scale. Key year-over-year shift:

Leadership’s confidence in their teams’ performance is lagging. The number of leaders who disagreed with the statement, “fraud losses are growing faster than revenue,” dropped by almost 40% from the previous year

Inside the Numbers:

AI is baseline, not experimental

98% already integrate AI into daily workflows (only 2% still planning)
95% are confident AI can detect and prevent fraud (52% very confident)
Top use case: AI/ML for transaction monitoring (30%)

Fraud and AML investment keeps climbing

83% expect fraud/AML budgets to increase in 2026
94% plan to add at least one full-time hire (up from 88% in 2025)
85% plan to add a vendor, 49% plan to replace one

Fragmentation is the bottleneck

95% claim “some integration” between fraud and AML systems
Only 47% run fully integrated workflows; the rest rely on partial connections
80% say getting a unified view of data is challenging

For many, time-to-value remains slow

Only 10% go live in under two weeks
38% take 1–3 months, 24% take 4+ months
When implementations run long, top impacts include increased costs (52%) and prolonged fraud exposure (47%)

Teams are growing, not shrinking

94% plan to increase headcount despite automation gains
85% see AI agents as support/augmentation, not replacement (only 12% see eventual replacement)

Top fraud threats reported:

Account takeovers: 26%
Promo/discount abuse: 18%
Return fraud: 18%

“Fraud and financial crime were supposed to become more manageable as AI matured,” said Tamas Kadar, CEO and co-founder, SEON. “Instead, 2026 is the year leaders are confronting a more complicated reality. AI adoption is real, confidence is high, but the scale and pace of fraud — compounded by fragmented systems — continue to drive increased investment rather than reduced overhead. The bottleneck is no longer whether AI works. It’s everything around it: disconnected data, siloed teams, slow implementations. The organisations that pull ahead will be the ones that unify fraud and AML intelligence, shorten the distance between threats and controls, and treat integration as strategy, not plumbing.”

Fast-Growing Companies Invest in Integration Early

Organisations growing 51%+ are nearly twice as likely as slower peers to report that achieving unified visibility is “not very challenging.” They treat integration as infrastructure, not an IT project.

What’s Next: From “Does AI Work?” to “Can We Trust It?”

With adoption near-universal, the conversation is shifting to governance, explainability and accountability:

78% say decentralised digital identity will become central to fraud/AML
33% cite data privacy regulations (GDPR, CCPA) as the biggest external force shaping AML
25% point to criminals’ advancing use of AI and obfuscation techniques

The post Despite AI’s Rise, Fraud Teams Keep Growing — SEON 2026 Report appeared first on Eastern European Gaming | Global iGaming & Tech Intelligence Hub.

Ashley McCulloch Vice President North America at Evoplay

Evoplay Names Ashley McCulloch Vice President North America

Published

5 days ago

March 4, 2026

Wladimir P.

evoplay-names-ashley-mcculloch-vice-president-north-america

Evoplay, the acclaimed game development studio, has named Ashley McCulloch as Vice President North America, strengthening its strategic emphasis on growth throughout the US and Canada.

McCulloch has over 15 years of experience that includes land-based, VLT, and online gaming. She has occupied high-level commercial positions at IGT and Light & Wonder and most recently worked as Director of Account Management North America at Inspired Gaming Group, where she led strategic account development and assisted with new market entry projects.

In addition to her commercial success, McCulloch serves as a board member for Women in Sports and Events, is part of Global Gaming Women, and was recognized in the 2024 Emerging Leaders in Gaming 40 Under 40, highlighting her influence in the industry.

At Evoplay, McCulloch will lead partnerships, regulatory licensing, product launches, and broader business development efforts as the provider speeds up its growth in the North American market.

Evoplay has secured a significant presence in the area, launching in Ontario via collaborations with prominent operators in the province, such as BetMGM and Caesars Entertainment.

In November 2025, Evoplay made a notable initial move into the United States by joining the lottery sector in Washington DC, establishing a connection to the US online gaming landscape.

With McCulloch’s hiring, the company aims to leverage this momentum and continue its expansion throughout regulated US states.

Ivan Kravchuk, CEO at Evoplay, said: “North America represents one of the most exciting growth opportunities for Evoplay, and Ashley McCulloch’s appointment is a major step forward in realising our ambitions in the region.

“Her extensive experience across land-based and online gaming, combined with her track record in commercial strategy, makes her the ideal person to lead our efforts as we scale.”

Ashley McCulloch, Vice President North America at Evoplay, added: “I’m very excited to be joining the Evoplay team at such a pivotal moment in its growth journey.

“The studio has built a strong reputation for high-quality content, and I look forward to developing partnerships and driving sustainable growth across North America.”

The post Evoplay Names Ashley McCulloch Vice President North America appeared first on Eastern European Gaming | Global iGaming & Tech Intelligence Hub.

Africa

VeliGames Secures SiGMA Africa’s Industry Rising Star Award

Published

5 days ago

March 4, 2026

Wladimir P.

veligames-secures-sigma-africa’s-industry-rising-star-award

VeliGames, a game aggregation platform from VeliTech, has received the Industry Rising Star award at the SiGMA Africa 2026 Awards, highlighting the platform’s swift innovation and significant influence on African iGaming.

The Industry Rising Star award highlights a developing company that displays remarkable potential, creativity, and influence, rapidly positioning itself as a forthcoming leader in the iGaming sector. It emphasizes VeliGames’ dedication to providing not just a content pipeline, but also genuine innovation and a comprehensive growth engine for operators in developing markets.

“Winning the SiGMA Africa Award for Industry Rising Star 2026 is a proud moment for our team. From day one, we built VeliGames with African operators in mind, combining local-fit content, practical tooling, and pricing that makes sense on the ground. We back it all up with hands-on operational know-how from working in the region. That’s what being a true content partner looks like.” Irakli Kakhidze, CEO at VeliGames.

Tailored for Africa’s infrastructure challenges, device characteristics, and user habits, VeliGames provides a performance-oriented casino content layer aimed at thriving in areas where conventional, high-bandwidth aggregation methods struggle. Rather than solely competing based on catalogue size, VeliGames prioritizes the key factors that genuinely contribute to casino success in Africa: speed, accessibility, conversion, and session stability.

The platform delivers content in a highly efficient, mobile-centric setting designed to function dependably amid variable connectivity, restricted device storage, and brief gaming sessions, assisting operators in ensuring seamless gameplay and enhanced player experiences on a larger scale.

Alongside curated third-party titles, the platform includes exclusive in-house content:

VeliPlay: bold, crash-and-fast titles built for immersion, retention, and high replay value
Heaven of 7: high-impact slot content designed for strong engagement, session after session

Visit VeliTech at Stand 096 from March 3-5 to learn why VeliGames was honored as the Industry Rising Star. Discover live game demonstrations, witness performance features in action, and learn how operators can create unique iGaming brands with a platform designed for regional requirements.

The post VeliGames Secures SiGMA Africa’s Industry Rising Star Award appeared first on Eastern European Gaming | Global iGaming & Tech Intelligence Hub.