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Switzerland - jobs in the offline and online sector
The Swiss gambling industry combines high standards of offline casino service and the manufacturability of online platforms operating only on the basis of land licenses. This shapes a wide range of jobs - from dealers and pit bosses to data analysts, devops and compliance specialists. Below is a system map of professions, competencies and career routes.
1) Offline casino: front office and "hall"
Dealers (roulette, blackjack, baccarat, poker). Accurate distribution technique, knowledge of the rules, stress resistance, multilingual communication (DE/FR/IT/EN). Starting role with an understandable vertical growth.
Pit bosses and supervisors. Shift management, limits and table discipline, resolving disputes, coordination with observation and cash desk.
Cashiers/cash managers. Work with chips and cash, identification of customers, compliance with KYC procedures and limits, reporting.
Security and access control. Age/personality verification, behavioral monitoring, surveillance and compliance interactions.
Surveillance (CCTV). Control of halls, investigation of incidents, work with event logs.
F&B and guest service. Restaurants, bars, hostesses - form a "guest path" and a bundle with a tourist program.
Events/MICE. Organization of tournament series, thematic evenings, corporate receptions, cooperation with hotels and DMO.
2) Offline operational back office
HR and training. Dealer recruitment, rules and etiquette training, RG communication, language modules.
Marketing and location branding. Poster of events, cross-promo with museums/festivals, partnerships with hotels/carriers.
Finance and audit. Daily reports, GGR reconciliations, internal control, interaction with tax and auditors.
IT in the halls. Support for tables and slots, cash register software, networks, terminals, integration with online showcase.
3) Online Sector: Product and Technology
Product/Project managers. Setting requirements for lobbies, payments, RG tools, provider integrations.
Developers (frontend/backend, mobile). Payment gateways, personal account, limits/self-exclusion module, integration with RAM/aggregators.
DevOps/SRE. Clouds, containers, CI/CD, uptime monitoring, live scaling, BCP/DR plan.
Data/BI/Analytics. Behavioral models, GGR/ARPPU/LTV reports, RG dashboards and anomalies, A/B showcase tests.
Cybersecurity and SOC. WAF, DDoS protection, IAM, SIEM, incident response, penetration tests.
QA and certification. Testing RNG games and live tables, regressions, compliance with logging requirements and RTP ranges.
4) Compliance, payments and player protection
KYC/AML officers. Identification of identity/address, verification of the source of funds (SoF/SoW), sanctions/PEP screenings, investigation of alerts.
Responsible Gaming (RG) specialists. Set up deposit/loss/time limits, process timeout/self-exclusion requests, communicate ethically with vulnerable groups.
Payments/FinOps. Method orchestration (maps, Twint, PostFinance, translations), 3-D Secure/SCA, returns/chargebacks, reconciliations.
Lawyers/GR. Contracts with providers and aggregators, privacy policy, bonus terms, interaction with supervision.
5) CRM, content and working with players online
CRM managers and marketing analysts. Segmentation, RFM models, personalized campaigns within the RG.
Content managers. Game description, DE/FR/IT/EN localization, landing pages and help without "dark patterns."
VIP/Host managers. Deep KYC, limits and predictable payment terms, individual packages of visits and events.
Helpdesk. Multilingual scripts, SLAs on responses and escalations, empathic communication in sensitive cases.
6) Language requirements and "soft skills"
Languages. DE/FR/IT combo is a big advantage; English is useful for vendors and documentation.
Service skills. Etiquette, time management, work with stress, accuracy of money transactions.
Digital literacy. Basic office software, ticket systems, understanding of RG/KYC processes.
7) Training and certification
Internal dealer/supervisor academies, RG and conflictology courses.
KYC/AML trainings (sanctions/PEP, SoF/SoW), data protection, information security.
For IT: programs for DevOps/SRE, safe development, load testing; for analysts - SQL, modeling, product analytics.
8) Career trajectories
Offline branch: dealer → senior dealer → pit boss → hall/operations manager.
Compliance branch: KYC analyst → AML officer → compliance manager.
Online branch: support → CRM/content → product/analytics → head of department.
Tech branch: QA → developer/DevOps → timlid/architect.
Parallel transitions: from offline to online (VIP/CRM), from CRM to product/data, from surveillance to security/anti-fraud.
9) ESG, employee safety and well-being
Shift schedules taking into account night hours, relaxation rooms, stress management training.
Speak-up programs and compliance hotlines.
Energy efficiency and local supply in F&B, inclusiveness and availability of workplaces.
10) Labour market: where jobs are concentrated
Cities and resorts: Zurich, Geneva, Lugano, Basel, Interlaken, Baden, St. Moritz/Davos.
Online positions: hybrid/remote within Switzerland; rare cross-border role with vendors in compliance with legal requirements.
Seasonality: winter and summer peaks (resorts) - increased demand for F&B, events, dealers; online direction is stable all year round.
11) Trends to 2030
Omnichannel. Unified statuses and offline/online wallet - demand for integrators and data teams.
AI and analytics. Roles in behavioral scoring, antifrode, personalization under the control of RG will grow.
Live production. More live studios and immersive formats - the demand for technicians, directors, motion designers.
Infobez. Strengthening SOC, DevSecOps, pentest teams amid online growth.
Regulatory. The complexity of reporting and monitoring is the growth of compliance ops and reg-tech functions.
12) Recommendations to candidates
1. Pump 2-3 languages (DE/FR/IT) and service communication.
2. Master the basics of RG/KYC/AML - it must-have for any role.
3. For IT/Data: portfolio of real tasks, knowledge of clouds/CI/CD/SQL, understanding of GGR/ARPPU/LTV metrics.
4. For offline: accurate motor skills, chip count, etiquette, stress resistance.
5. Certificates in infobeze/antifraud and participation in internal academies accelerate growth.
13) Recommendations to operators
Create "career academies" and career routes connecting the hall and online.
Standardize RG/AML training, support scenarios, and VIP communications.
Invest in analytics and DevOps teams - this is the base of stability and compliance.
Keep a multilingual environment and clear service/security KPIs; ensure employee welfare programs.
The Swiss "offline + online via ground license" model creates a sustainable labor market with a high quality threshold. The halls need discipline and service, online technologies and data, and the end-to-end axis is compliance and responsible play. For applicants, this means many growth paths, for operators - the opportunity to build long careers and a culture of quality that supports the trust of guests and the sustainability of the business.