Interview with Alberto Ruiz-Ocaña, Senior Business Development Manager at GLI

Ahead of HIPTHER Prague Summit 2026, we speak with Alberto Ruiz-Ocaña, Senior Business Development Manager at Gaming Laboratories International (GLI®), to explore how embedding compliance directly into the game development lifecycle can dramatically accelerate market entry in today’s increasingly regulated gaming landscape.

Alberto, you will be speaking on the Markets, Expansion & Forward Outlook panel at the Compliance Stage. From your vantage point, how is the role of “compliance by design” evolving as operators and suppliers scale across an increasing number of regulated markets?

Previously, gaming operators and suppliers focused primarily on designing products to meet market demand, and although this remains a vital focus point, when expanding into multiple regulated markets they face challenges dedicating significant time and resources to adapt these products to meet requirements of each individual jurisdiction.

Today, leading operators and suppliers are integrating compliance into the product lifecycle from the beginning. Compliance is no longer treated as a final checkbox, but as a core design principle that shapes workflows and feature decisions. This approach allows teams to scale faster across regulated markets, reduce rework, and empower teams to build games that are both innovative and regulation-ready.

From your experience working with operators and suppliers globally, what are the most common compliance gaps that still delay launches in regulated markets?

In my experience, the most common delays around launches are due to difficulty in understanding the technical requirements defined by the regulators, which can vary directly and in ways that are more nuanced in each jurisdiction. By consulting and engaging with our compliance specialists upfront, it allows teams to clearly define all technical and regulatory prerequisites before applying changes to products. This proactive approach avoids rework and reduces uncertainty, enabling teams to launch faster.

GLI is widely recognized for its pre-compliance and certification services. How does early engagement with testing partners change the speed and efficiency of market entry for new products?

Early engagement with a testing partner is a key accelerator for successful market entry, especially when planning to launch across multiple markets. When GLI is involved at the very beginning, visibility into technical constraints, certification requirements, and market specific expectations are provided. This full life-cycle compliance approach allows operators and suppliers to build strong, scalable platforms, while clearly separating the elements that must be adapted for each jurisdiction.

As regulated markets continue to multiply, how should development teams balance innovation speed with the growing complexity of jurisdiction-specific technical standards?

Consult with GLI early and often. There are more opportunities than ever before, and that is exciting for suppliers. With that also comes the need to be mindful of regulations which can also evolve quickly. Because of our global network, GLI can provide the most up-to-date information available so that suppliers can build their innovative products with compliance in mind right from the beginning of their development process.

Many emerging jurisdictions are introducing new regulatory frameworks. What practical steps should suppliers take today to future-proof their products against evolving compliance requirements?

After testing and certification, it is equally important for suppliers and operators to stay closely connected with GLI. Ongoing collaboration ensures that teams remain informed about regulatory updates, emerging requirements, and market-specific changes before they become obstacles.

Another practical step is to design products using well-established GLI Standard Series as the framework. These industry standards reflect global best practices and provide technical guidelines that suppliers can use during development, helping them align with many regulatory expectations from the start.

When suppliers build their platforms around these widely recognized standards, they create a strong and compliant foundation that already aligns with the majority of regulatory principles. From there, adapting to specific jurisdictional requirements becomes significantly easier and more efficient.

Beyond technical approval, how does strong compliance strategy contribute to long-term commercial success, trust with regulators, and smoother global expansion?

Having a strong compliance strategy is essential to suppliers of all sizes, and utilizing the global GLI network of technical and compliance experts is the best tool in anyone’s toolbox. One of the most meaningful outcomes we hear from clients who tap into our expertise is that, after completing certification, their product is stronger from a quality and reliability perspective. Doing things properly shows trust and quality, which is one of the keys to success.

GLI is the Grand Quality & Compliance Sponsor at HIPTHER Prague Summit 2026. What key conversations are you looking forward to having with operators and suppliers during the event, and where do you see the biggest compliance challenges — and opportunities — emerging next?

I am excited to hear what the other panelists will share, but also very interested in the questions from the public, as we need to know the different points of view of all shareholders in the gaming sector. My main goal is to meet new people and support with our knowledge on any projects they will have moving forward.

The post Compliance by Design: How Built-In Regulation Accelerates Game Launches appeared first on Eastern European Gaming | Global iGaming & Tech Intelligence Hub.

How are seasonal campaigns and tournament-based mechanics changing the way players engage with slots compared to traditional gameplay?

Right now, we see that tournament mechanics and seasonal campaigns increase player engagement by introducing additional layers of success and rewards. However, we cannot say this with complete certainty yet, as we need more time to observe long-term patterns. Sometimes players simply do not have time to join short promotions, as they are busy with their daily lives. At the same time, running shorter campaigns of around three months gives players multiple chances to compete while maintaining high engagement throughout the promotion.

What makes limited-time events and promotional layers so effective in driving retention and repeat play?

By now, the gaming industry is very familiar with tournaments and, more recently, prize drops. However, in today’s environment, where people are used to receiving new information in short 30-second videos every day, it can become boring for a player to see and play the same things everywhere, even though they enjoy tournaments. A greater number of promotional layers gives players a sense of novelty and fresh engagement.

We saw this in practice with our Big Adventures campaign, which ran in phases featuring Tournaments, Prize Drops, and Wheel of Fortune rather than a single promo. Prize draws were held every three months, offering high-value rewards such as iPhones, alongside in-game rewards and additional chances to win through Tournaments, Prize Drops, and Wheel of Fortune. This mix maintained player activity, built anticipation, and generated extra engagement as players approached the final grand prize, a trip for two to the Maldives. The key value of this approach is that it expands the pool of potential winners, giving more players real opportunities to succeed and stay motivated.

How do competitive elements like leaderboards and rewards reshape player motivation and interaction?

I believe this principle is well known, as it is used everywhere now – in marketing, education, and sports. However, in Tournaments, Prize Drops, or Wheel of Fortune, it may differ slightly, as we see different motivations shaping player interaction and engagement. In Tournaments, we show players their current position and how many additional points they need to earn to reach a prize or move to a higher tier. In Prize Drops or Wheel of Fortune, we show that other players have already won prizes, demonstrating that the rewards are real and that everyone has the same opportunity to win. People like to be part of exclusive groups.

Do you see seasonal ecosystems becoming a standard expectation for slot audiences in the years ahead?

It’s hard to say whether this will remain the standard over the coming years, as the entertainment industry is evolving rapidly, including in iGaming, where innovations driven by AI and other emerging technologies are advancing. We also enjoy experimenting with new tools and implementing bold ideas, including exploring ways to engage players in fresh and unexpected ways. But at least for the next year, I believe this will be one of the most popular approaches.

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VeliTech is considered one of the best companies for welcoming and developing female leaders. We speak to three members of its team to find out more.

Olha Yatsyna — CMO at VeliTech & Chief Communications Officer at Veli Group

The VeliTech group of companies have earned a reputation for nurturing female leaders in iGaming. Talk us through your approach to this.

We want to attract the absolute best talent to VeliTech, and don’t believe that a person’s gender should have any impact on their suitability for a particular role. We are a committed equal opportunity employer and provide support and career development opportunities for all our employees. That said, the industry has a bit of a reputation for being male-dominated, so we have made it our mission from day one to make it clear that we want to welcome female leaders to the business, and that we will provide them with the support and development opportunities they need to achieve their full potential. This approach has seen us build out a balanced team, with some truly exceptional females in senior positions across the organisation.

Have you faced challenges in creating a culture where you can welcome and then nurture female leaders? If so, how were these challenges overcome?

The challenge has been mostly around getting the message out to female leaders that VeliTech offers the career opportunities they are seeking. The skills, qualities and qualifications required for most of the roles across the organisation can also be applied to other industries, so we have done a lot of work around engaging and communicating with female leaders to make them aware of the opportunities the global iGaming industry presents, and why VeliTech is the right company for them to join. One of the most effective ways of doing this has been to celebrate the success of the female leaders we have across the organisation, and use their stories to inspire others to apply for the open roles we have or just to connect with us and find out more about the business.

How do you attract top talent, and how do you make it known that a core aspect of your culture is supporting female leaders?

Attracting top talent, whether female or male, comes down to several factors. It starts with offering an engaging and interesting role that will allow them to develop their skills and competencies, challenge them in the right way, and provide a clear path of progression. It’s then about making them aware of the company culture and how the organisation will support them in achieving their own goals and aspirations. I think it’s important for potential candidates to get a feel for the types of people the organisation employs so they can determine if they would fit in well with the team. As for female leaders specifically, we do a lot to promote what our female leaders are doing and achieving, and to celebrate their successes. This helps others to see that we are true to our word when it comes to supporting female leaders, nurturing their talents and providing them with the opportunities to develop and secure senior roles within the organisation.

What are the upsides to having a diversified team where employees are provided with an environment to achieve their full potential?

We have the absolute best people working in any given role. A diversified and balanced workforce also brings new perspectives, different approaches to problem-solving and even unlocks unexpected opportunities for the business. By embracing female leaders and giving them the environment to succeed, VeliTech has grown at scale and pace, driven by the brightest minds and creative talents, regardless of their gender. I think we have also created a blueprint for other companies to follow when it comes to empowering female leaders, creating a culture based on equality, hiring individuals based on merit and ensuring they fit within the wider organisation.

What would you say to female leaders considering a career in the global iGaming industry?

Go for it. This is a fascinating industry that evolves at a fast pace. Things are always changing, and this is what makes it so interesting. It’s an industry that takes in everything from technology and law to consumer behaviour, data, marketing, engineering, creativity, finance and compliance, with a wide range of roles for individuals to explore and consider. It’s great for career development, and there are some truly fantastic organisations that you can work for, and in desirable locations across the world. For me, VeliTech has been the pinnacle of my career and has ultimately become my work home – a home that I would love to share with more like-minded female leaders.

VeliTech is a pioneering company in many respects, but especially when it comes to its approach to diversity and inclusion, and nurturing female leaders.

To find out more about the company culture that’s driving this, we spoke to two female leaders, Aleksandra Rudis, CEO at Heaven of 7 and Yevheniia Bocharova, CEO at VeliPlay.

We speak to both about their experience at VeliTech and how the company has supported their career aspirations.

How has the VeliTech culture allowed you to achieve your career goals and reach your full potential?

AR: What I value most about the VeliTech culture is that it recognises individuality. It’s a place where ideas can come from anyone, not just from titles. This has given me the freedom to lead Heaven of 7 in a way that feels authentic, combining business logic with creativity and empathy. I’ve always worked across different industries, from finance to tech and AAA gaming, and this variety shaped how I lead today. Veli’s environment supports that diversity of thought and lets you apply it without limits.

YB: When I joined VeliTech, I started as a Product Manager. From the very beginning, I experienced a culture that values initiative, innovative ideas and the courage to take risks, regardless of your position. Leadership didn’t just support me, they believed in me and my vision, giving me the freedom to take ownership and deliver results. Thanks to this culture of trust and openness, I was able to grow, take on new challenges, and expand my impact. Today, as CEO of VeliPlay, I see that the VeliTech focus on respect, transparency and equal opportunities has allowed me to fully realise my potential and inspire others to do the same. This environment nurtures leaders at all levels and encourages the entire team to contribute, innovate and excel.

What challenges have you faced as a female in the iGaming industry, and how has VeliTech helped you overcome these challenges?

AR: In the early years, I often felt that women in gaming had to over-explain their competence before being trusted with responsibility. Within the Veli ecosystem, that narrative changes. I’ve never had to prove my worth because of gender, only through the work itself. That’s a powerful shift. I’m surrounded by colleagues who value skill, commitment and results above everything else, and that creates a culture where you can truly grow.

YB: Early in my career, the industry often questioned women in leadership roles. At VeliPlay, the focus is always on competence, contribution and accountability, not gender. The company fosters a culture where anyone can express ideas freely and have their performance evaluated based on results. This support has allowed me to focus on growth and impact rather than overcoming stereotypes, and it encourages all employees to thrive.

Why is it so important for organisations to embrace diversity and equality, and to give female talent the same opportunities as their male counterparts?

AR: Because innovation doesn’t happen in echo chambers. The best ideas often come from the friction of different experiences, and gender balance is part of that equation. Women bring different instincts, such as emotional intelligence, holistic thinking and resilience, all of which are vital in industries built on understanding people. I’ve seen that firsthand, both in gaming and in tech startups, where diverse teams consistently outperform homogeneous ones.

YB: Diversity strengthens teams and drives innovation. Leaders of any gender bring unique perspectives and skills, but women often contribute flexible thinking, critical analysis and the ability to evaluate multiple possible outcomes, which enhances decision-making and strategic planning. Additionally, women frequently bring empathy and strong awareness of team dynamics, helping prevent conflicts and fostering a positive, collaborative environment. Providing equal opportunities ensures that all talent, regardless of gender, can contribute fully, making teams stronger, more resilient and more innovative.

Can you give an example of how having females in senior positions has benefited your company?

AR:  At Heaven of 7, women hold key leadership roles across product, design and operations, and I’ve seen how that directly shapes both our culture and the games we create. In the iGaming industry, there’s often pressure to focus on short-term results. Having strong female leaders at the table naturally brings more balance and more attention to player psychology, emotional pacing and long-term retention alongside commercial performance. For me, the biggest benefit is perspective. We stay competitive and ambitious, but we also build with sustainability and responsibility in mind. That balance influences how we design our products and how we collaborate as a team.

YB: Female leaders have strengthened the VeliPlay culture of collaboration, communication and support. Their empathy and attention to team dynamics improve understanding across departments and help anticipate challenges before they escalate. This approach creates a harmonious, productive workplace, reduces employee turnover and encourages team members to stay longer than average, contributing to greater stability and continuity. As a result, teams work more cohesively, engagement increases and business outcomes improve.

How do you approach supporting other female colleagues in reaching their full potential, both within the VeliTech group of companies and the wider industry?

AR: I believe support starts with visibility and real responsibility. In the iGaming industry, women are still less represented in product and executive roles, so it’s important that we actively create those opportunities. When Forbes Cyprus recognised me as one of the Women in Tech Award winners, it reinforced how meaningful representation can be. It shows that leadership in our industry is possible and accessible. Within VeliTech, I encourage women to take ownership by  leading projects, managing budgets and joining strategic discussions. Confidence grows with responsibility. Beyond the organisation, I’m always open to mentoring and honest conversations about both the opportunities and the challenges of leadership.

YB: I aim to lead by example, showing that leadership is defined by competence, confidence and accountability, not gender. I actively support colleagues by sharing experience, offering guidance and encouraging them to embrace challenges and take initiative. Our team is evenly balanced by gender, with a strong representation of women in core leadership, and I actively advocate for hiring talented women into managerial roles to ensure they have opportunities to grow and lead. Supporting each other and recognising achievements is essential, and this collective encouragement strengthens the entire team.

Any final thoughts or anything else you’d like to add?

AR: The global iGaming industry is evolving rapidly, and that evolution requires thoughtful and diverse leadership. Women bring perspective, resilience and strong people awareness – qualities that matter in a fast-moving, regulated environment. At Heaven of 7, I’m proud that we are building products that balance performance with player respect, while contributing to an industry where female leadership feels natural and visible.

YB: iGaming is a fast-paced, rapidly evolving industry where success depends on adaptability, openness and continuous learning. I am proud to work in a company that nurtures these qualities and creates equal opportunities for all employees, allowing talent to flourish regardless of background or gender. Diverse leadership, combined with collaboration and shared vision, makes VeliPlay and VeliTech stronger, more innovative and ready to achieve ambitious goals.

The post Nurturing Female Leaders in iGaming appeared first on Eastern European Gaming | Global iGaming & Tech Intelligence Hub.