Global Talent Acquisition Manager- Igaming Experience
Let’s Start With a Hello 👋
At Azura Infinity, we’re looking for a Global Talent Acquisition Manager who knows that great recruitment starts long before a vacancy is posted.
We work across global markets, different GEOs, cultures and talent landscapes — and we’re looking for someone who can turn an unfamiliar market into a clear talent map and a challenging vacancy into a sourcing strategy.
Someone who doesn’t stop at:
“There are no candidates.”
But asks:
Where are they? Which companies are they working for? Where do they communicate? Who knows them? What would make them talk to us? And what haven’t we tried yet?
Because for us, Talent Acquisition isn’t about spending more on endless job advertising.
It’s about knowing the market well enough to know where to look.
What You’ll Be Doing
Own global talent searches.
Work across international markets and GEOs, adapting your sourcing approach to each market rather than applying one recruitment strategy everywhere.
Go deep into market mapping.
Identify donor companies, key professionals, competitors, team structures, local talent clusters, communities, salary benchmarks and talent movement.
Know where to start.
When a new role or GEO lands on your desk, your first question shouldn’t be “Where can I post it?” but “Where does this talent actually sit?”
Build sourcing strategies from scratch.
Define target companies, candidate profiles, sourcing channels, outreach approaches and market entry points before investing time and budget into advertising.
Go far beyond LinkedIn.
Explore local platforms, niche communities, professional networks, industry events, referrals, social media, databases and unconventional sourcing channels.
Hunt people who aren’t job-hunting.
Proactively identify and engage passive talent, including niche, Senior, Head and executive-level professionals.
Conduct interviews that go beyond the CV.
Dig into real achievements, expertise, decision-making, motivation, market knowledge and career logic — understanding the person behind the profile.
Build warm global talent pools.
Strong candidates shouldn't disappear just because there isn’t a suitable vacancy today. Build relationships that give us a head start when tomorrow’s hiring needs appear.
Bring Talent Intelligence to the business.
Research compensation, candidate expectations, competitor activity, talent availability and market trends — and turn those insights into actionable recommendations.
Understand what actually works.
Analyse sourcing channels and recruitment funnels instead of measuring success by the number of CVs generated.
Challenge the search before challenging the market.
Before concluding that “there are no candidates”, understand what was searched, where, how, with which message — and what the market data is actually telling us.
Make every search smarter than the previous one.
Build market maps, donor-company lists, sourcing playbooks and channel libraries so we accumulate knowledge instead of starting every vacancy from zero.
What We’re Looking For
Must-have:
- Strong iGaming / Betting expertise — you already understand the industry, its ecosystem, key players and talent landscape.
- Proven experience in Global Talent Acquisition / International Recruitment across multiple GEOs.
- Strong hands-on headhunting and executive search experience.
- Experience recruiting niche, senior and hard-to-find professionals.
- Ability to independently research and map a new talent market from scratch.
- Experience with Talent Intelligence, competitor research and donor-company mapping.
- Strong sourcing expertise beyond traditional LinkedIn searches and job boards.
- Ability to conduct deep, structured and competency-based interviews.
- Strong analytical mindset and understanding of recruitment funnels, sourcing efficiency and market response.
- Ability to build and maintain an international professional network and warm talent pools.
- English B2+/C1 — a must. You’ll use English daily with candidates and stakeholders across global market