What Do Specialists Cost in 2026? Salary Market Analytics

Real Compensation Data for iGaming, Fintech, and SaaS Companies in Europe

One of the first questions that comes up when opening a role: “What should we offer?” The answer depends on the market, role, seniority level, and country. Here’s what we’re seeing in 2026, based on real closed positions.

Why Salary Data Matters

Offer too little — lose the candidate. Offer too much without context — risk internal compensation imbalance. Companies that have a genuine read on the market close roles faster and face fewer offer rejections at the final stage.

Based on our observations, nearly 30% of offer refusals stem from misaligned expectations — not cultural fit or process issues, but simply money. Having current salary data isn’t a competitive advantage; it’s a necessity.

Key Market Trends in 2026

• Salaries have stabilised after the 2021–2023 growth cycle. But in niche roles (ML/AI, platform engineering, iGaming product), demand still outpaces supply — and compensation there continues to rise.
• Remote roles no longer command an automatic premium. Companies have moved back to anchoring salaries to the local market or headquarters location.
• Total compensation matters more than base salary. Candidates in 2026 look closely at equity, bonus structure, and benefits packages.
• Poland, Romania, Bulgaria, and Ukraine remain markets with significantly lower base rates than the Netherlands, UK, or Ireland — despite comparable skill levels.
• AI integration is reshaping demand. Engineers who can build AI-native products or integrate LLMs into data pipelines are seeing a clear demand spike.

Salary Benchmarks by Role (€/month, gross, European market)

*Data is indicative, based on real closed positions by IDN Recruitment in 2025–2026 across the EU and UK markets. Figures vary significantly by country, company stage, and industry.*

iGaming and Affiliate: Market Specifics

The iGaming sector has its own logic. Experienced specialists with knowledge of payment systems, regulatory frameworks, and iGaming product metrics command a premium over comparable profiles without industry experience — and rightfully so: they’re harder to find, and onboarding someone unfamiliar with the space takes months.

Typical iGaming experience premiums:

• Product Manager with iGaming background: +15–25% above market
• Data Analyst with GGR/NGR metrics and bonus abuse pattern knowledge: +10–20%
• Backend Engineer with live-betting scalability experience: +20–30%
• Compliance/Regulatory specialist from licensed jurisdictions (MGA, UKGC, Curacao): +25–40%

What Shapes Candidate Expectations in 2026

Candidates in 2026 evaluate an offer on more than just base salary. Here’s what genuinely influences their decision:

• Base salary and its market alignment — if the offer is below market, candidates feel it immediately
• Bonus structure — does it exist, is it achievable, and are the payout conditions transparent?
• Remote/hybrid flexibility — a real advantage, not just a word in the job description
• Company stability and reputation — especially important after the wave of layoffs in 2023–2024
• Growth opportunities — for senior candidates, this often matters more than an extra €500/month
• Equity or profit-sharing — a key part of the deal at startups and scale-ups

Practical Takeaway

If you’re opening a role in 2026, don’t rely on 2022 data. The market has shifted. Some roles have become more affordable, while others have become more expensive. Before launching a search, it’s worth doing a market mapping: where the right candidates are, what they currently earn, and what it would take for them to make a move.

At IDN Recruitment, we provide salary intelligence as part of the process — before active searching even begins. Reach out if you’d like real market data for your specific role.