Interviews are a two-way sale.

Hello, everyone! Today, we’re launching a series of posts where we’ll share insights and advice from our talented colleagues.

Meet Anna Yora — an experienced HR professional who knows how to make hiring both seamless and effective.

Anna about herself

"I’ve been in recruitment for almost 9 years now. I started my career in product IT companies, then worked in recruitment agencies, where I first encountered iGaming. Over the past four years, I’ve seen the industry from different angles: affiliate teams, operators, and even esports. This experience has helped me understand business needs, connect with candidates from diverse backgrounds, and recognize growth potential in every new project.

This multifaceted journey has allowed me to not only dive deeper into the industry's specifics but also develop a strategic approach to hiring — where recruitment is not just about filling vacancies but about building strong teams that drive businesses forward."

How many hires are we talking about?

"Honestly, I’ve never kept count. But if we talk about interviews, I’ve conducted thousands, and there are over 200 successful offers."

Top 3 Must-Have Skills for HR

Communication skills. "It may sound cliché, but the ability to reach the right specialist, engage them in a conversation, and present the right offer is a must-have."

Sales skills. "Interviews are a two-way sale — candidates sell themselves, and I sell the company. When I genuinely believe in the company and its products, that energy comes through naturally, without extra effort."

Empathy & Psychology. "The ultimate goal of HR is to find ‘the one’ — someone who not only fits the team but also brings real value to the company. Understanding a candidate’s true motivation is key.

A person may have all the right hard skills, but psychology plays a major role: do we share the same values? Will we feel comfortable working together? If there’s no match on at least one of these aspects, there’s a high risk that we won’t work well together, and replacing an employee is always more costly. That’s why openness, empathy, and trust are crucial — only in a safe environment can both sides be honest and make informed decisions."

What are the toughest interviews?

"The complexity of an interview can be judged from different perspectives. Sometimes, the challenge is simply the volume of candidates in a particular niche.

For example, finding a skilled Media Buyer with real cases and a reasonable salary expectation is tough. In recent years, the industry has expanded so much that we've seen a surge of so-called 'wannabe media buyers' — similar to aspiring developers trying to break into the IT world. That’s why finding both a top-performing expert and a promising junior who will grow with the company is a real challenge."

Junior vs. C-Level — Who’s Harder to Interview?

"For me, there’s no difference between speaking with a Trainee or a C-level executive. I approach all interviews with the same level of commitment and immersion.

My interviews are not standard Q&A sessions with scripted responses; they are dynamic conversations. Think of it as an online coffee talk, where two people discuss business, share insights, find common ground, and even joke around."

What Makes an Interview Successful?

"A successful interview? That’s an easy one — hiring the right person. And a successful hire means someone who stays with the company, delivers great results, achieves personal milestones, and grows along with the team."

Rejected Offer — Not a Full Stop, but a Comma

"For many, changing jobs is stressful. It disrupts stability and control, which naturally leads to anxiety. That’s why an explanation for rejection isn’t just a formality — it’s an important part of the process.

Most of the time, I keep rejections concise but respectful: 'We’ve decided to continue our search, but let’s stay in touch. Wishing you the best in your job hunt!'

Sometimes, I come across fantastic candidates who just don’t match certain criteria. In these cases, I always try to help — whether it’s improving their CV, sharing job search strategies, or even referring them to my colleagues through my personal network. In return, I often get valuable market insights, process improvement tips, or new professional connections. That’s a pure win-win.

If a candidate lacks the necessary hard skills, I always explain what’s missing and why it’s crucial for us. Honest and constructive feedback helps them see their growth areas, understand industry trends, and align their skill set with market demands.

At the end of the day, rejection is not the end of the road — it’s just a pause. The iGaming industry is small, and skills can be leveled up quickly. Who knows? We might find ourselves working together in the future. That’s why it’s always best to part ways on a positive note, with mutual respect and good memories ."

Final Thoughts

Anna isn’t just an HR professional — she’s a matchmaker for businesses and talents. Her approach is built on honesty, empathy, and a genuine passion for finding the right fit for the team.

Now, a question for you: Are you ready to join iGaming Company?