What You’ll Learn About SciPlay’s Hiring Process
- How structured interviews help reduce bias
- What the “apply to hire” metric measures and why it matters
- How recruiters maintain consistent candidate communication
- What traits SciPlay prioritizes in hiring
A Hiring Process Designed, Not Assumed
At SciPlay, fairness in hiring is treated as a system, not a value statement. The company uses structured interviews, defined success criteria and recruiter-led communication standards to reduce bias and improve the candidate experience.
“Fairness doesn’t happen by accident. It’s something SciPlay designs for,” said Micayla Evers, head of talent acquisition.
Evers leads the mobile gaming company’s U.S. recruiting strategy, focusing on building scalable hiring processes and aligning talent decisions with business goals.
“Ultimately, my job is to ensure we bring in people who not only have the right skills but also elevate our culture and help the business grow,” she said.
Senior Talent Acquisition Partner Rozlyn Ramirez partners closely with hiring leaders to align recruiting with organizational priorities while building inclusive and consistent interview practices.
“For me, recruiting is equal parts strategy and heart,” Ramirez said.
About SciPlay
Based in Austin, Texas, with an additional five studios in locations around the world, SciPlay develops and publishes mobile games for players across the globe. The company’s games include Jackpot Party Casino Slots, Quick Hit Slots and Gold Fish Casino. SciPlay is the social gaming division of Light & Wonder, a global cross-platform gaming company.
The Key Stages of SciPlay’s Hiring Process
SciPlay’s hiring process follows a structured, multi-stage framework designed to evaluate specific competencies at each step.
Stage 1: Recruiter Alignment Call
Focus: experience, career goals and role fit
Stage 2: Hiring Manager and Stakeholder Interviews
Focus: skills, problem-solving ability and measurable impact
Stage 3: Team Panel Interview
Focus: collaboration style, communication and team dynamics
Each stage is designed to assess different signals, reducing redundancy and improving consistency across interviewers.
The recruiting team aims to balance efficiency with meaningful connection, moving candidates forward quickly while maintaining clear communication throughout the process.
“No one likes to feel rushed or left in the dark, so clarity and communication are key,” Ramirez said.
Why Communication Is Treated as a System
SciPlay treats candidate communication as a core part of its hiring system, not a courtesy.
Ramirez sets expectations early, provides proactive updates even when there is no final decision and ensures candidates feel comfortable reaching out with questions.
“Hiring can feel vulnerable, and no one should feel like they’re navigating it alone.”
“Hiring can feel vulnerable, and no one should feel like they’re navigating it alone,” she said.
After each stage, candidates receive clear next steps and opportunities to ask questions.
“The goal is simple. No one should feel like their application disappeared into a black hole,” Evers said.
This approach has a measurable impact on candidate experience. Ramirez recalled a candidate who hesitated to ask follow-up questions after an interview because they were unsure if it was appropriate.
“When I told them that’s exactly what I’m here for, it changed how they engaged in the process,” she said. “That level of openness shifts the entire experience.”
How SciPlay Reduces Bias in Hiring
SciPlay’s hiring approach aligns with structured hiring practices, which research has shown are more effective at reducing bias than unstructured interviews.
The team defines success criteria for each role before interviews begin, outlining required skills, competencies and expected impact.
Interviewers then participate in calibration sessions to standardize how candidates are evaluated against those criteria.
“We align upfront on what success looks like so decisions are based on predefined criteria rather than instinct,” Evers said.
Additional practices include: Structured interview questions tied to specific competencies; interviewer training focused on recognizing and mitigating bias; and diverse interview panels to reduce groupthink and broaden perspective.
Together, these practices create consistency and accountability across hiring teams.
The Metric SciPlay Uses to Measure Hiring Efficiency
SciPlay tracks “apply to hire,” a common recruiting metric that measures the total time from application to offer acceptance.
“It’s a simple metric, but it tells us a lot,” Evers said. “A lengthy process can create frustration or cause us to lose strong candidates, while a thoughtful but efficient timeline signals respect for their time.”
By monitoring this metric, the team balances speed with quality, ensuring candidates feel informed and engaged without unnecessary delays.
“For us, it’s not just about speed. It’s about balance,” she said.
What SciPlay Looks for in Candidates
One trait consistently stands out among SciPlay’s most successful hires: ownership.
“They think critically, ask smart questions and don’t just execute tasks,” Evers said. “They look for better ways to solve problems.”
Strong candidates also demonstrate follow-through and adaptability, particularly in fast-paced environments.
For example, top candidates often reframe problems during interviews or propose alternative solutions rather than relying only on the initial prompt.
Collaboration is equally important.
“Skills matter, but mindset is what makes someone truly stand out.”
“They communicate openly and understand that strong results come from working cross-functionally,” Evers said.
Ramirez added that curiosity often matters more than perfection.
“Skills matter, but mindset is what makes someone truly stand out,” she said.
How SciPlay Is Using AI to Improve Hiring
SciPlay is exploring the use of AI to streamline operational aspects of recruiting, including interview scheduling and coordination.
The goal is to reduce administrative workload and help candidates move through the process more efficiently while allowing recruiters to focus on relationship-building and evaluation.
Importantly, AI is not used to make hiring decisions.
“A team member reviews every resume,” Evers said, emphasizing that human judgment remains central to the process.
Continuous Improvement Through Candidate Feedback
SciPlay regularly gathers feedback from new hires to understand how the hiring process can improve.
These insights have led to changes such as shorter gaps between interview stages and more consistent communication timelines.
“Listening isn’t a checkbox in recruiting. It’s how we refine and create better experiences,” Ramirez said.
By incorporating candidate feedback, SciPlay continues to evolve its hiring process while maintaining a focus on fairness, clarity and human connection
Frequently Asked Questions
What is SciPlay’s hiring process like?
SciPlay’s hiring process is a structured, multi-stage framework that includes a recruiter alignment call, hiring manager and stakeholder interviews, and a team panel interview. Each stage evaluates specific competencies such as experience, problem-solving, collaboration and communication to ensure consistency and reduce bias.
What qualities define successful hires at SciPlay?
Successful hires demonstrate ownership, critical thinking, adaptability and strong collaboration skills. They ask thoughtful questions, propose solutions, communicate openly and show curiosity and follow-through, with mindset being as important as technical skills.
How does SciPlay communicate with candidates during the hiring process?
SciPlay treats communication as a core part of its hiring system by setting expectations early, providing proactive updates and sharing clear next steps after each stage. Recruiters ensure candidates feel supported, informed and comfortable asking questions throughout the process.
