"RedCore's working culture is built on transparency, leadership, and being result-oriented"

At the SBC Summit in Lisbon, where the RedCore business group was presented for the first time after its transformation, Yogonet spoke with the recruitment team and learned how they find candidates right at the booth. 

In an exclusive interview, Valeriia Virchenko, Head of Talent Acquisition, explained how meeting candidates face-to-face allows the business group to identify culture fit, strengthen relationships, and maintain a high standard in hiring—something no digital platform can fully replicate. 

RedCore’s approach combines targeted outreach with in-person conversations, providing potential candidates with a firsthand understanding of the values, work environment, and career opportunities. Virchenko emphasized that the business group differentiates itself in the competitive iGaming industry by offering transparent processes, competitive compensation, and clear pathways for professional growth, ensuring that specialists can thrive alongside the company’s ongoing expansion. 

The SBC Summit is a major hub for networking and recruitment, and RedCore is leveraging that opportunity to conduct on-site interviews with potential candidates. Can you tell us a bit more about this initiative?

First, we connect with people through the SBC app or LinkedIn and let them know we’ll be at the event. We already have an idea of the profiles we’re looking for, so we can do targeted recruitment.

At the booth, we network with everyone—C-level executives, payment providers, game providers, marketing teams... Even if they’re not looking for a new role right now, they get to know who we are. Later, maybe in six months or a year, they might remember us when they are ready for a change. For us, it’s about visibility and building connections. 

It's not that frequent within the gaming industry to conduct on-site interviews at shows. What inspired this approach?

Experience. We tried it once and saw that it worked. Online connections are useful, but
there’s something important about meeting someone face-to-face, even if only for five
minutes. You see if there’s a working culture fit, you connect on a deeper level, and that makes all the difference.

Of course, this is just a small part of our recruitment funnel—most of our hiring is still
done via LinkedIn, recruitment agencies, and our large internal team of 40 recruiters.

What advantages does this bring for the company and for candidates compared to traditional interviews?

The main advantage is the offline connection I previously mentioned. Candidates see our values, our scale, and what we stand for. It’s also common that even if a specialist isn’t looking for a new job at the moment, they’ll connect with us and later refer a friend. Sometimes we’ll meet someone at the booth, and months later, they’ll come back for an opportunity.

What types of candidates do you usually meet at the booth, with SBC being such an important and global event?

It’s quite diverse. We look for head-level talent, but we also meet people in sales, business development, marketing, PR, HR, and account management. The event brings together all kinds of professionals who could eventually fit into our business group.

How can a specialist make a good impression on a recruiter? Any tips?

Be honest. In our hiring process, we collect feedback from previous employers and colleagues. If someone isn’t truthful, we will most likely find out. Honesty is the best way to make a positive impression.

What can candidates do right now to speed up their job search?

First, optimize your LinkedIn. Make sure your headline and profile are complete and use the right keywords. Recruiters search using keywords, so the clearer your profile is, the easier you are to find. Don’t hesitate to use AI to improve your LinkedIn headline or description—it can help generate ideas, as long as it’s used correctly.

Also, don’t rely on a single CV. Adjust your resume for each specific role you’re applying for. Tailoring your application makes a big difference.

The iGaming industry is very competitive. What makes RedCore stand out as an employer of choice?

We constantly ask candidates and employees for feedback on our HR brand. What matters most to people is salary, challenges, and processes—and we deliver on all three. We offer competitive pay, a strong onboarding process, and clear expectations. Our culture is built on transparency, leadership, and being result-oriented.

We’re also growing fast, and our employees grow with us. At RedCore, specialists can move between roles, departments, and even business units. We have almost 200 people in HR and recruitment alone, which shows the importance we place on people. For candidates, this means stability, strong values, and real opportunities to develop inside the company—not just for a job, but for a long-term career.