Exclusive: Building Africa’s iGaming Workforce: Angelica Amina on Skills-First Hiring and Sustainable Growth
Africa’s iGaming sector is expanding at an unprecedented pace, creating a rising demand for skilled, adaptable, and culturally aware talent. In this environment, HR leadership has become central to driving sustainable growth. In this conversation, Angelica Amina, Human Resource Manager at Stellar Bets, speaks to iGaming AFRIKA, offering insights into the evolving recruitment landscape, the importance of skills-first hiring, and the realities of building strong teams across diverse African markets.
iGaming AFRIKA: Congratulations on your recent role as Human Resources Manager at Stellar Bets. Many young professionals in Africa are still discovering career opportunities in iGaming. What inspired your own journey into this industry, and how did your path lead you to join Stellar Bets?
Angelica Amina: Thanks a lot! My journey into iGaming started with curiosity. I had a friend already in the industry, and I really admired their passion and drive. That pushed me to explore it too, and over time, I have worked with many betting companies, mostly in HR roles. The experience has helped me see how important people management is in a fast-paced industry like this. Joining Stellar Bets just felt like the right step since I am really drawn to a brand that values both growth and people, and to be honest, I love it here.
iGaming AFRIKA: You’ve often emphasised the importance of prioritising “skills over experience” in recruitment. How do you evaluate a candidate’s true potential beyond their work history, especially in an industry like iGaming?
Angelica Amina: That’s true, and I keep emphasising this even to my fellow HR professionals. Sometimes, we lose great talent by focusing too much on years of experience. I haven’t said it is not important, but I believe ability carries much weight. Skills show what a person can do and how quickly they can grow. In the iGaming industry, things move fast, and learning is a continuous process, so there is always something new to master. I pay close attention to how candidates think, communicate and solve problems. I also like giving short scenarios to see their approach.
iGaming AFRIKA: Given Africa’s diversity in infrastructure, culture, and regulation, how do you balance between recruiting globally experienced talent and nurturing local hires?
Angelica Amina: For me, it is about blending both sides. Global professionals bring structure, exposure, and technical expertise, while local talent understands the market and connects better with players. So, I focus on building teams where both can learn from each other. Africa’s iGaming landscape is unique, from culture (for example, what appeals to players in Kenya might not work the same in Nigeria or even in South Africa) to player behaviour ( some might prefer live games while others focus more on sports betting), and even regulations differ from one market to another. (Each country has its own gaming and licensing rules.)
Read Also: Exclusive: How Youth, Mobile-First Growth, and Esports Are Defining Africa’s Gaming Future
iGaming AFRIKA: In a recent interview with iGaming AFRIKA at SiGMA Africa 2025 Conference, you mentioned challenges such as finding top talent and inconsistent internet access. How have you adapted your recruitment, on boarding, and training strategies to effectively operate in regions where these limitations still exist?
Angelica Amina: Yes, those challenges are real, especially in some African regions where Internet access and digital infrastructure aren’t always stable, but that is manageable. For recruitment, we use platforms like LinkedIn, WhatsApp, and Telegram, which are more data-friendly and widely used across Africa. For onboarding and training, we use Google Meet for virtual sessions and to record the meetings so that new hires can rewatch them later if they face connectivity issues. Sharing training materials and summaries via email or telegram helps with easy access.
iGaming AFRIKA: Could you tell us some of the lessons you learn as a recruiter from more developed countries or continents when it comes to recruitment, especially now that most companies in the iGaming space are starting to see the need for them to engage professionals such as HR firms?
Angelica Amina: Honestly, one of the biggest lessons I’ve learned from recruiters in more developed regions is the importance of being intentional; they don’t just hire to fill a position but to build culture, and that really stood out to me. They take time to understand the candidate’s mindset beyond the CV, and I have tried to bring the same approach into my own recruitment style. Also, the key lesson is to value proper systems and consistency. From structured interviews to feedback. Having clear processes makes recruitment more human and not less.
iGaming AFRIKA: The African iGaming landscape is changing rapidly, especially with more operators entering digital markets. From an HR perspective, what structural or policy changes do you believe are most urgent for the continent to sustain this growth?
Angelica Amina: First, I think companies must focus more on employee welfare and compliance, proper contracts, job security and fair pay structures. The industry moves quickly, and without the basics, we risk turnover and burnout. Also, we need to see more standardisation across countries, clearer labour guidelines and consistent policies that protect both employees and employers in the iGaming space.
With this place, Africa’s iGaming workforce will not just grow, but it will be mature. Short contracts, unclear policies, and sudden restructuring affect motivation and long-term growth. For me, one of the biggest priorities right now is job security.
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