ComeOn Group

Analyst

• Proactively analyse player behavior patterns and game activity to identify early signs of problem gambling using our tracking tools.
• Manage daily escalations from the Customer Experience (CX) and Fraud teams, conducting detailed risk assessments to determine the correct level of intervention.
• Directly engage with at-risk players via email and phone. You will conduct sensitive responsible gaming interactions, offering guidance on limits, self-exclusion, and support resources.
• Assist in preparing detailed data reports to ensure we remain compliant with iGaming regulations and internal Duty of Care policies.
• Collaborate with the wider Safer Gambling team to refine processes, improve detection tools, and enhance our overall player safety strategy.
• Support the organisation’s adoption of AI technologies to enhance operational efficiency and decision-making accuracy.

Responsible Gaming Analyst

People Operations

• As our People Ops Coordinator, you will have the opportunity to work within the very core of our People team.
• You will be involved in important day to day administrative tasks and have the chance to support wider people and business projects.
• You will work as part of a team and will need to be proactive in providing the best possible support to stakeholders.
• You will have the opportunity to make this your own and ensure that we support the business in a work-smarter-way.

People Operations Coordinator

Customer Support

• Provide professional, empathetic, and efficient solutions to players via live chat, email, and outbound/inbound calls
• Review and process player withdrawal requests, ensuring accuracy and adherence to established processing timelines
• Meticulously review player identification documents to verify accounts, detect potential fraud, and ensure compliance with regulatory standards
• Act as the first point for escalated queries that go beyond standard procedure, ensuring first-time resolution
• Supporting newer agents with tricky questions and providing guidance
• Become the point of contact for specific brand features or localized market requirements
• Identify recurring player pain points and suggest updates to our internal Knowledge Base or AI tools
• Willingness to take on relevant ad hoc tasks as needed

Customer Experience Specialist

• Support customers via calls, live chat, and email
• Handle more complex issues from start to resolution
• Approve withdrawals and process KYC documentation
• Carry out security checks to keep our players and business safe
• Willingness to take on relevant ad hoc tasks as needed

Customer Experience Agent, Scandinavian Speaking

Responsible Gaming Analyst – 1 Year Maternity Cover

• Ensuring all disputes, RFIs, and CHBs with the different payment providers are accurately registered, actioned, and corrected in a timely manner
• Reviewing incoming fraud alerts and actioning appropriately to stop fraud at an early stage
• Reviewing accounts through various reports to identify, action and prevent bonus abuse
• Running daily reports on payment transactions and new registrations to ensure fraudulent and suspicious activity is spotted early to minimise risk to the company
• Analysing different data across all brands from past fraud accounts to find trends and outline risks
• Undertaking fraud investigations requested by other departments and 3rd parties
• Setting up and maintaining a live record of fraud trends to be shared on a regular basis with the Chargeback and Fraud team and other relevant departments
• Trying to minimise the financial loss of chargebacks by actively contacting players and disputing chargebacks
• Liaising with the team and Line Manager to improve the fraud procedures and processes
• Ad hoc tasks

Chargeback & Fraud Analyst

Learning and Development

• Develop and execute a comprehensive L&D strategy aligned to business priorities, regulatory requirements, and growth plans
• Translate organisational strategy into practical capability frameworks and learning pathways
• Partner with Executive and Senior Leadership teams to diagnose capability gaps and design targeted interventions
• Collaborate with the People and Culture team to help drive employee engagement survey cycles, leveraging data-driven insights to shape and refine strategic development initiatives
• Establish clear metrics to measure learning impact, behavioural change, and performance improvement
• Design and deliver high quality leadership development programmes across all management levels
• Embed coaching and mentorship frameworks that strengthen leadership maturity and internal talent pipelines
• Drive performance enhancement initiatives linked to engagement data, 9 box outputs, succession planning, and talent reviews
• Equip managers with practical tools to lead high performance teams in hybrid and multi location environments
• Leverage experience and AI functionality to build best in class blended learning programmes combining facilitated workshops, digital learning, coaching, peer learning, and experiential formats
• Deliver engaging and energetic training sessions that balance commercial rigour with practical application
• Ensure all learning interventions are scalable across multiple jurisdictions and culturally adaptable
• Oversee onboarding frameworks that accelerate performance and cultural integration
• Design and implement structured mentorship programmes aligned to succession and retention strategies
• Embed coaching capability within leadership populations through formal training and practical application
• Provide executive and senior leader coaching where appropriate
• Build internal facilitator capability to reduce external dependency over time
• Build strong relationships across offices and functions to ensure learning solutions are relevant and commercially grounded
• Influence senior stakeholders through insight, data, and credible business partnership
• Act as a trusted advisor to leaders on performance, development, and team effectiveness

Learning and Development Manager

Data Engineer

• Design, build, and maintain robust, scalable, and reliable streaming and batch data pipelines in our modern cloud environment
• Map and profile data lineage from source systems to target environments
• Implement cutting-edge data engineering best practices to guarantee the quality and consistency of our crucial data assets
• Troubleshoot and resolve complex issues with data feeds, ensuring uninterrupted flow and availability
• Establish and maintain strong communication channels between business and technical teams regarding the strategic use of company data
• Full ownership of the development lifecycle and ability to work independently if necessary

Recruitment

• Proactively source and engage talent across key markets using a mix of direct sourcing, social platforms, and industry networks within iGaming and Tech.
• Build and maintain strong talent pipelines aligned to current and future business needs.
• Develop clear, compelling, and brand-aligned job descriptions that reflect both role requirements and company culture.
• Support employer branding initiatives through content creation, market positioning, and recruitment campaigns.
• Own the end-to-end recruitment lifecycle from initial outreach through to offer acceptance and into the individual’s successful embedding within their first 3 months in the business.
• Manage interview processes, including scheduling, stakeholder alignment, and candidate communications.
• Conduct screening interviews and ensure consistent, high-quality assessment practices.
• Deliver a seamless and engaging candidate experience, ensuring all interactions reflect professionalism and respect.
• Coordinate reference checks and pre-employment processes to ensure smooth transitions into the business.
• Partner closely with hiring managers to define role requirements, challenge briefs where needed, and align on hiring strategies.
• Provide market insights on talent availability, salary benchmarks, and competitor activity within the iGaming landscape.
• Collaborate with the wider People team to ensure alignment across hiring, onboarding, and workforce planning.
• Act as the primary point of contact for new hires during their first 3 months of employment, supporting their transition and embedding into the business before formally bridging them to their respective People Partner.
• Support international hiring processes, including relocation and work permit coordination where applicable.
• Track and analyse recruitment metrics to identify trends, improve efficiency, and inform decision-making.
• Continuously review and enhance recruitment processes, tools, and systems to drive effectiveness and scalability.
• Ensure adherence to data privacy and information security standards throughout the hiring process.
• Contribute to broader People initiatives and provide support on HR administrative activities where required.