EvenBet Gaming has tripled its workforce between 2022 and 2026, expanding from 87 to 260 professionals while operating entirely as a remote-first organisation.
The company’s growth stands in sharp contrast to the broader tech sector, where major global firms have enforced rigid return-to-office mandates and faced significant talent attrition as a result.
Chief Human Resources Officer Daria Fot and Chief Customer Officer Nikita Akulov sat down to explain how EvenBet Gaming built what they describe as a corporate “immune system” capable of sustaining rapid expansion.
Fot argues that the industry’s instinct to solve cultural challenges by measuring desk time misses the point entirely, favouring output and transparency instead.
“We don’t measure our culture by the square footage of an office space. We measure it by the results we achieve as a global, remote-first team,” Fot said.
Akulov describes the experience of scaling under these conditions as uniquely intense, comparing it to upgrading an airplane’s engine while cruising at 30,000 feet.
He notes that EvenBet’s commercial push into high-growth markets including LatAm, Asia, and Africa ran concurrently with a major expansion of the company’s technical product stack.
According to Akulov, this created a direct dependency between the strength of the technical team and the company’s ability to serve its B2B partners reliably over time.
On the HR side, Fot identifies retention, hiring efficiency, and preserving a high-performance culture at scale as the three central challenges the company faced during this period.
The answer to retention, she explains, was a deliberate commitment to internal development, with over 90% of the team advancing at least one grade over the last three years.
Akulov acknowledges that rapid growth typically creates a “management vacuum” that cannot be resolved through basic training materials or overnight promotions alone.
To counter this, EvenBet built a co-pilot ecosystem pairing HR People Partners with new managers from day one, covering 1-on-1 structures, performance reviews, and high-impact feedback delivery.
The business case for this investment is straightforward according to Akulov, since hiring externally can cost twice a person’s annual salary when accounting for lost time and onboarding.
For B2B partners, internal growth also means continuity, with clients working alongside team members who understand their full business history rather than encountering a new face every six months.
Fot describes the transformation in recruitment philosophy as a shift away from reactive hiring toward treating talent acquisition as a strategic supply chain with predictable roadmaps.
Speed is treated as a commercial currency, with the company moving away from mass job-aggregator platforms toward direct sourcing through personal and corporate networks.
That belief in the company’s growth story has pushed EvenBet’s internal referral rate to 18%, reflecting genuine employee confidence in the organisation’s direction.
Akulov adds that operating as a truly global remote-first business provides a concrete geographical advantage when engaging with international iGaming clients in diverse regions.
Team members based within target markets bring local cultural knowledge, business etiquette, and communication styles that remove friction from client relationships in places like Brazil and beyond.
The results are captured clearly in EvenBet’s retention data, with first-year turnover falling from over 21% in 2023 to 10.95% by 2025, while 87 people who joined three years ago remain with the company today.
“Stop building teams to fill positions, and start building ecosystems where talent has no choice but to thrive,” Fot said, summarising the philosophy that has underpinned EvenBet’s expansion.
