• Dealers / Croupiers

• Dealer Inspectors

• Floor Supervisors

• Pit Bosses

• Casino Shift Managers

• Casino Managers

• Senior Casino Operations Roles

Whether you need one specialist or several members of an opening team, the search and assessment process is tailored to your requirements. Other casino positions can be discussed on enquiry.

01 — Share Your Staffing Requirements

Complete the enquiry form below with the positions, number of hires, casino location, required experience, salary range, benefits and preferred start date.

You can also upload job descriptions or provide a separate brief for each role.

02 — Agree on the Recruitment Plan

I review your enquiry and arrange a discussion to clarify the roles, technical requirements, working conditions and priorities.

You then receive a tailored proposal covering the recruitment scope, assessments, estimated timeline, fees and payment terms. Recruitment begins after the proposal is accepted, the agreement is signed and any agreed initial payment is completed.

03 — Candidate Sourcing & Initial Screening

I identify and screen candidates against the agreed brief, reviewing their CVs, relevant casino experience, game knowledge, language skills and availability.

Initial discussions also establish their employment expectations, interest in the location and willingness to relocate.

04 — Role-Specific Video Interviews

Every candidate progressing through the selection process takes part in a structured video interview tailored to the position.

For dealers, interviews explore game knowledge, table procedures, accuracy, guest communication and professional conduct.

For supervisory and management roles, interviews focus on floor operations, team leadership, decision-making, reporting and the handling of practical casino situations.

Follow-up video discussions are used throughout the process to clarify skills, expectations and any outstanding questions.

05 — Practical Assessments & Filmed Dealer Tests

Dealer candidates complete a filmed table test covering the games and skills required for the position. Assessment may include chip and card handling, dealing procedures, payout calculations, accuracy, game pace and table communication.

The recording and assessment notes form part of the candidate’s recruitment file. Test arrangements are agreed in advance and depend on access to suitable equipment.

For supervisory and management candidates, role-specific scenarios are discussed during video interviews to assess judgement, leadership and operational understanding.

06 — Employment Package & Relocation Discussions

Candidates receive a clear explanation of the role and the employment package confirmed by your company.

Video discussions cover salary and currency, working hours, contract duration, accommodation, meals, flights and any relocation support offered. Candidates can raise questions and clarify their expectations before moving towards an offer.

Their understanding of the terms, interest in the opportunity and readiness to relocate are reviewed before final selection.

07 — Shortlist, Employer Interviews & Offer

You receive a focused shortlist with individual candidate files and assessment findings.

I coordinate your interviews with selected candidates, communicate feedback and help resolve outstanding questions. Your company makes the final hiring decision and issues or approves the employment offer.

I then follow up with the candidate to clarify the offer, confirm their decision and coordinate the proposed start date.

08 — Relocation Coordination & Joining Support

Support continues through the agreed relocation and joining arrangements.

Depending on the project, this includes helping candidates organise requested documents, coordinating communication about visa and work permit steps, following up on travel and accommodation, and confirming arrival and joining instructions.

I remain a point of contact between the casino and the candidate throughout these stages. Employer responsibilities, candidate responsibilities and the scope of relocation support are agreed in advance. Employment authorisations and official approvals remain with the relevant parties and authorities.

Review each candidate with the information needed to make an informed hiring decision.

Your candidate file includes:

• CV and a summary of relevant professional experience.

• Findings from structured, role-specific video interviews.

• An overview of assessed games, technical skills and language communication.

• A filmed table test and written assessment for dealer positions.

• Salary expectations and confirmation of the employment package discussed.

• Availability, notice period and relocation readiness.

• Key strengths, potential training needs and points requiring further clarification.

• Reference-check findings, where agreed and completed.

Video interviews are conducted with every shortlisted candidate. Interview recordings are included only where recording and sharing have been agreed with the candidate. Dealer test recordings and other candidate materials are shared securely with authorised members of your hiring team.

An Estimated 10–30 Days for the Initial Shortlist

The initial shortlist is typically targeted within 10–30 days of the agreed recruitment start date.

The schedule depends on the positions, number of hires, required skills, employment package and candidate availability. Senior appointments and larger opening teams may require a phased search.

Employer interviews, notice periods, work permits and relocation follow their own timelines and may extend beyond the initial recruitment period.

A Proposal Tailored to Your Requirements

After reviewing your enquiry and clarifying the brief, I will send a written proposal outlining:

• Positions and number of hires covered.

• Candidate sourcing, interviews and assessments included.

• Candidate documentation and recruitment deliverables.

• Estimated timeline and progress updates.

• Hiring and relocation coordination included.

• Recruitment fees, payment stages and payment terms.

• Responsibilities of each party and any agreed replacement terms.

All commercial terms are agreed before recruitment begins.

Submitting an enquiry is free and does not commit your company to a paid service.