Security: Not Just a Technical Problem

Ask any iGaming CEO for his major operational priorities and chances are security will be towards the top of the list.  If pressed for more detail, he may tell you information or hardware security.  This industry as a whole learned of a new kind  of high-tech hazard in July of 2004, when it was publicized that Russian Gangsters had been arrested for their role in DOS attacks on several offshore Sports books.

Know your staff

But it is not just bugging devices that harvest company secrets; outright criminal theft is not uncommon in companies.  ‘Cases where a competitor will hire a felon to steal specific items from a rival’s office are not unheard of.  But it is not just laptops and documents stolen, general office equipment is also taken so the break-in does not look to be targeted.’  Mr. Moriarty went on to talk about a threat that is a little closer to home. ‘We also recommend that companies, where possible, retain their own cleaners and maintenance staff.  This is not always easy in an age of outsourcing, but doing this lends itself to greater internal security.  We have had instances where the after-hours cleaners at a large corporation were actually direct employees of a rival firm.  The cleaners were sent in specifically to find sensitive information.’

The mole

‘If you can afford it, install an electronic card entry system and tie it into a surveillance system.  This way you will know who is in and out of the premises and at what time.  I asked Mr. Moriarty what it is that smaller companies who perhaps don’t have a budget for internal security could do.  ‘I would tell them to treat laptop computers and filing cabinets like gold,’ he said.  We have installed devices in laptops that act as tracking devices for clients, sometimes when a laptop goes missing we trace it to a competitor’s offices.  If you can lock your office door at night then do so, if possible put  your laptop in a locked filing cabinet also.’

Watch your staff

Here are some examples in which gaming employees in low to mind level roles could garner information.  A Customer Service Rep who remembers one email address or one cell phone number per day, will, after a couple of months have garnered information on your most valuable customers or VIPs.
      An Accounts Payable clerk has access to key financial transactions, who you key media partners are and what you pay them and for what,  salaries of key employees, and in some cases operational costs of the company.  A Data Base Administrator aside from having access via a simple SQL Query to your entire customers database can access financial transactions and information on 3rd party supplied and proprietary gaming platforms and systems.  Any role that involves some  kind of production as part of a new casino game, reporting tool or e-mail / SEO strategy involves sensitive information.

      Obviously, it is impossible to restrict all information that your employees have access to.  A information that your employees have access to.  A far better way to manage seeding is from the HR side, by making sure the people that join the firm are who they say they are and by keeping existing employees satisfied in as many areas of their career as possible.
      I spoke with Rob Dowling founding partner of Pentasia, a London England based Recruitment Company.  Pentasia specializes in filling vacancies for online gaming companies worldwide from Customer Service reps to Managing Directors.  ‘I have encountered many situations in this industry where organizations have hired individuals whom it has later been found have questionable integrity.  Pentasia did not place these people let me add: Mr. Dowling said.  I asked Mr. Dowling how iGaming companies could make sure a person fills a role for the right reasons.

      ‘My advice for HR managers is to use a thorough and structured interviewing process and a comprehensive reference policy for any and all prospective employees.  The later is not always easy, but there are companies that will undertake to reference candidates.  In the early days, operators and vendors would have been horrified at the thought of contacting one another to check a candidate’s references.  To your HR manager’s favor, as the industry has matured communications between firms has improved immeasurably thereby making it easier to verify a job seeker’s experience and skill set.’
      Mr. Dowling went on to give advice on doing so.  ‘Aim to build a mutually beneficial, trusting and long term partnership with one or two recruitment firms rather than seeking to hire the cheapest or first you find.  Partner with a firm that fully understands what you are looking for in an employee and one that naturally values your business.  Just as you would expect a recruitment firm to check a candidate’s references, go ahead and check the track recored of any firm you are considering doing business with’.