As emerging markets continue to open up, and a flurry of new licensing requirements hit operators, is a gap in filling compliance roles slowing operators in their growth strategies? According to a recent study by EY, it was found that an astonishing 75% of gaming companies identified attracting and retaining talent as their foremost challenge, with research suggesting the global demand for compliance staff is rapidly outstripping supply across a number of key emerging geos, as well as established markets like Sweden and Malta. Meanwhile, regulatory authorities themselves must compete against the lure of the operators for their own recruitment. To be successful as an authority, they need to motivate, keep and constantly train their staff to be as attractive as the private sector. What is the key to be able to achieve this in an environment where the gambling companies can offer higher wages? What makes an authority attractive?

• Navigating Legal Complexity: Why ensuring that every hiring decision aligns with the legal requirements is becoming more challenging?
• Fostering Innovation: How to create a compelling employer brand that fosters a culture that attracts, trains and retains top talent?
• Standing Out: What is the competitive advantage when an operator/regulatory authority is not located in a capital/international hub?