Cordelia Morgan Cooper, Founder of CMC Consulting HR and Recruitment Services, works at the intersection of recruitment, HR strategy, and iGaming talent development. Founded in 2022 after her experience with major Malta-based gaming companies, CMC Consulting supports gaming businesses with recruitment, talent search, HR support, and candidate-led sourcing.
In this CasinoRank Interview, Morgan Cooper discusses how iGaming hiring is shifting amid tighter budgets, consolidation, and a more competitive talent pool, with companies placing greater focus on role definition, leadership pipelines, employer values, and long-term workforce planning.
What hiring challenges in fast-moving sectors like iGaming made a specialized talent and HR consultancy like CMC Consulting necessary?
Cordelia Morgan Cooper: When I set up CMC Consulting in 2022 I saw a highly saturated market of recruiters who actually didn’t understand iGaming market. Having worked at 2 large iGaming affiliates I felt I could offer something different when it came to the consultative approach needed.
I also felt that there were a lot of recruiters in the market but not many that were also able to offer HR solutions and so that has been the focus, a one stop shop for everything people related.
As iGaming shifts from rapid scaling to performance-focused growth, how has this changed the type of talent companies prioritize?
Cordelia Morgan Cooper: We have seen a huge shift from employers holding all the power to employees and now back to employers; its a very interesting time to be recruiting!
Recently there has been a focus on businesses upskilling their C-level teams and then almost having a top down approach when it comes to leadership and mentorship.
Where do companies most often go wrong when trying to hire quickly without compromising long-term fit?
Cordelia Morgan Cooper: One of the main challenges we see is businesses coming to us before they have a properly defined role – they know they need someone but they haven’t yet decided at what level or even some of the key skills this person needs.
The way we try to partner with businesses is to ask: “What problem are you looking to solve?” when hiring this person. Its important to go back to basics because without the information at the start of the recruitment process, its unlikely they will be able to hire the right person for the role.
Many operators are now rethinking how their teams are structured. How does this convergence affect hiring strategies and organizational structure?
Cordelia Morgan Cooper: As operators move into new products and new market territories, many are building more integrated ecosystems that combine product, marketing, and platform capabilities.
This often creates a unique opportunity for employees to learn more than what would have been in their initial job description, which is great from an upskilling perspective.
How should iGaming companies adapt their talent strategies to attract Gen Z, with its expectations around flexibility, purpose, and growth?
Cordelia Morgan Cooper: This is such a great question and I feel one that can’t be properly answered without a lot of detail! Generation Z want to know whats in it for them- they want to know how the business is aligned to their values.
This has meant an increasing importance when it comes to business CSR initiatives and broader business values.
What does a strategic, forward-looking hiring model look like in today’s iGaming market and beyond?
Cordelia Morgan Cooper: Another great question! I would say for CMC Consulting to be able to properly partner with a business, they initially need to have a key understanding of what they are looking for culture wise, personality wise and of course, skills!
Hiring should never be an after thought – there needs to be a clear plan!
With a background in digital media and a keen eye for emerging technologies, Ronaldo bridges the gap between players and platforms through clear, insightful reporting to the iGaming industry.
