SciPlay
SciPlay Leadership & Management
Frequently Asked Questions
Managers at SciPlay lead through a servant leadership model rooted in empathy, kindness, and a genuine commitment to developing the people around them. Rather than managing from the top down, SciPlay's leaders focus on empowering employees to grow their own leadership qualities and take ownership of their work.
SciPlay's Project Rising initiative formalizes this commitment by challenging each member of the Executive Leadership Team (ELT) to develop individual plans for inspiring and leveling up talent across the organization. The ELT actively engages with teams through quarterly Shindigs, where executives learn about, celebrate, and provide feedback on each team's vision, roadmap, strategy, risks, challenges, wins, and failures. This level of executive involvement reflects SciPlay's commitment to open communication. SciPlay actively supports an environment where everyone can connect with anyone, regardless of title or seniority.
Day-to-day, SciPlay managers support employees through weekly one-on-ones focused on performance, development, and feedback, supplemented by an official annual review. This consistent cadence ensures employees always have a clear picture of where they stand and where they're headed.
SciPlay's leadership culture is reinforced by the company's six core values — #beYOU, #playTOGETHER, #embraceCulture, #levelUp, #getResults, and #justWin — recognized formally each year through the SciPlay Awards at both the studio and global level. In SciPlay's 2025 global engagement survey, 83% of employees said they would recommend SciPlay as a great place to work, and 82% of employees said they were proud to work for SciPlay.
Leaders at SciPlay maintain clear, consistent communication with employees through a structured cadence of touchpoints designed to keep every team informed, aligned, and connected to the company's broader direction.
Communication happens at multiple levels: monthly studio meetings keep teams grounded in near-term priorities, quarterly All-Staff meetings provide company-wide updates on strategy and performance, Fireside Chats create space for candid dialogue between the ELT and employees, and dedicated team meetings ensure goals are translated into day-to-day context at the functional level.
The impact of this approach is reflected directly in employee feedback. In SciPlay's 2025 global engagement survey, 80% of employees said the ELT keeps them informed about what is happening across the organization, and 90% of employees reported understanding how their individual work contributes to SciPlay's broader goals. These are strong indicators of an organization where communication flows in both directions and alignment is genuinely felt, not just assumed.
SciPlay's commitment to open communication is embedded in its core values — particularly #getResults and #justWin — which reinforce a culture where clear expectations, shared accountability, and honest dialogue are standard practice, not the exception.
Leaders at SciPlay provide strategic vision and direction through a multi-layered communication approach that ensures every employee, from individual contributors to members of the Leadership Forum, understands where the company is headed and how their work connects to that future.
At the team level, quarterly Shindigs serve as focused strategy reviews where teams share progress milestones, articulate long-term priorities, and surface gaps or challenges in real time with the ELT. At the executive level, the ELT convenes its own dedicated week-long Shindig offsite. During this focused session, senior leaders assess the business end-to-end, identify growth opportunities, and develop course-correction strategies when needed.
In 2026, SciPlay's ELT introduced a new, three-year roadmap, communicated to the entire organization through in-person town hall meetings, shared transcripts, and recorded sessions. To ensure the strategy cascades effectively, the ELT distributes follow-up emails with links to recordings, FAQs, and hosts dedicated Leadership Forum forums so that GMs, VPs, and Directors can communicate the plan with confidence and consistency across their teams.
Day-to-day strategic awareness is reinforced through multiple ongoing channels: SciPlay employees receive daily updates from a dedicated news and communications team, participate in an active Slack community with channels focused on competitive intelligence, team performance, company news, and peer recognition, and tune into quarterly town halls hosted by SciPlay's parent company, Light & Wonder.
This combination of structured business reviews, executive accessibility, and real-time information sharing ensures that strategic direction at SciPlay is never confined to the boardroom. SciPlay’s strategic vision and direction are actively cascaded, reinforced, and felt at every level of the organization.
SciPlay Employee Perspectives
Developers will always face some difficulties in the workplace, and sometimes these challenges lead to burnout. What warning signs do you look for in your software developers? What actions do you take when you see signs of burnout?
Leading the talented engineering team for Bingo Showdown at SciPlay has allowed me to build strong relationships with each member. Beyond managing, I genuinely care and observe their well-being. This proactive approach allows early identification of potential issues, like decreased participation or increased errors, before reaching burnout.
Communication is a cornerstone of SciPlay’s strategy. We prioritize open and honest dialogue, actively fostering an environment where individuals feel comfortable expressing themselves. This involves identifying changes in behavior and initiating early conversations. Questions like “Are you feeling overwhelmed?” help address concerns like workload or engagement before they escalate.
However, if burnout is a concern, we immediately shift focus to understanding the root cause and explore tailored solutions, such as time off or offering new challenges. Fostering open and honest communication remains crucial for identifying potential issues and developing effective solutions. By prioritizing both individual well-being and proactive intervention, we create a thriving team environment where everyone feels supported and valued.
One factor contributing to developer burnout is observability, or checking that apps and systems are working correctly to prevent bottlenecks or bugs. How do you help developers identify issues at their source as soon as they occur so they don’t have to sift through a slog of information downstream?
To empower engineers and minimize developer information overload, we prioritize immediate issue identification through a multi-layered approach, including development-stage testing and live service monitoring.
Through comprehensive unit, integration, and author testing, we gain valuable insights into the source of failures. This allows for efficient investigation by pinpointing the specific layer within the technology stack requiring attention. Through live service monitoring, when issues arise in the live environment, we have various tools for rapid response:
- Infrastructure alarms: Proactive alerts for anomalies in database load, endpoint response times, and cache utilization.
- Application health monitoring: Tracking key metrics like in-app purchase frequency, user logins, and core loop engagement enables us to identify potential issues pre-escalation.
- Vendor dashboards: Leverage insights from Apple and Google to monitor crash rates and application behavior within their respective platforms.
This data-driven approach equips our engineers to tackle issues head-on, reducing wasted time spent digging through information and fostering a more efficient and less stressful work environment.
What sorts of creative stretch projects or meaningful growth opportunities do you offer developers on your team?
We champion individual growth and offer unique stretch projects tailored to each developer’s interests and aspirations. While we don’t have standardized programs like “Personal Project Friday,” SciPlay actively fosters a culture of exploration and contribution. For example, a senior engineer expressed interest in our build and deployment infrastructure. We involved them as a stakeholder in changes, providing exposure without direct tasking. Months later, we needed short-term infrastructure support. Their familiarity made them the natural choice, contributing quickly and minimizing workload while fostering growth.
When a developer expresses interest in a specific area or proposes an idea, we engage in a collaborative discussion. We delve into the potential impact, the estimated effort involved and how it aligns with their current workload. If an opportunity emerges that aligns with their goals and enhances their impact or knowledge, we leverage our prior conversations to determine if it’s the best fit for the project. This personalized approach ensures developers receive meaningful growth opportunities that are truly relevant to their individual aspirations.
SciPlay's Benefits
Hosts in-person all-hands meetings
SciPlay holds quarterly all-hands meetings, as well as monthly studio meetings, during which we gather together.
Implements team-based strategic planning
Open office floor plan to encourage communication and collaboration
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
