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Treat it as remote-friendly with a real office pull rather than fully distributed. The strongest remote commitments live in the company's own job-posting boilerplate, which pairs the phrase remote-first with tech support and compensation for a co-working space, and in the careers page banner that reads Work Anywhere, Thrive Everywhere. What the company has not built is anything that pins those phrases down: gr8.tech has no dedicated remote policy page, no handbook, and no standalone culture page, so all of the working-model content lives in a single section of the careers page. That same page invites candidates to meet offline and lists street addresses for all three offices. Since the remote label rests on marketing copy and per-role tags rather than documented rules, ask your recruiter what the tag on your specific role means in practice, whether office attendance is ever expected, and how many people on your prospective team work fully remote.

The pattern behind the location filters is more informative than the list itself. The Latin America openings are senior commercial roles, including a head of business and a senior business development manager dedicated to that region, while several finance and platform roles are restricted to named European country sets: a payments QA role was open only in Armenia, Cyprus, Moldova, Poland, and Spain, and a product team lead role only in Armenia, Bulgaria, Cyprus, Georgia, and Poland. The one strictly office-based listing is an office manager position in Kyiv. Keep in mind that these location options describe hiring eligibility, not where current employees live, so even on a role marked Anywhere it is worth asking which countries the company can actually contract in and whether yours is one of them.

A few specifics beyond the headline product description. The four 2026 product lines are sold as GREAT_TURNKEY, GREAT_CRYPTO TURNKEY, GREAT_SPORTSBOOK, and GREAT_CASINO AGGREGATION, and the company's tagline is iGaming Platform for Champions. Its own marketing claims 1.5 million active sports players and 3 million active casino players across client brands, a 47 percent player retention rate, and 99.96 percent uptime; treat all of those as self-reported figures, not audited ones. For a candidate, the business model means your end users are betting operators rather than bettors, so customer-facing work here means serving operator clients through roles like account management and platform technical support.

The most useful detail sits in the job postings rather than on the careers page: postings quantify time off at 20 or more vacation days plus unlimited sick leave and emergency time off, and they add co-working space compensation alongside the home office support. Those figures come from posting text only, and there is no handbook or standalone benefits page to corroborate them, since the company publishes neither. The annual amount of the benefits cafeteria budget is also not published anywhere. Practical takeaway: bring the posting numbers to the offer stage and get the vacation count, sick leave terms, and the cafeteria budget figure confirmed in writing before you accept.

No. No pay bands or salary ranges appear on the careers page or in the job postings we reviewed, and no verified compensation data exists for GR8 Tech anywhere else. Treat any published figure for this company with suspicion. Since the company hires across country sets ranging from Cyprus and Poland to Latin America and worldwide, ask early whether the range you are quoted is location-adjusted and which currency it is set in.

GR8 Tech publishes a five-step process: application, recruitment review, professional interview, final interview, and references, followed by an offer. Because the company does not publish salary bands or a written remote-work policy, the recruitment review is the practical moment to ask about compensation range, the working model attached to your role, and whether any office days are expected.

A few facts add texture to the headline numbers. Hiring has gone flat: headcount is unchanged over the past twelve months and the most recent month recorded a single hire, so the growth shown on this profile happened earlier in the two-year window. The company's own job-ad copy claims 1000 or more GR8 people, well above the 693 that shows up in measured data; the marketing figure may sweep in contractors, so do not read it as an employee count. Outside the technical functions, staffing is spread evenly rather than concentrated: finance has 43 people, operations 41, sales 39, and product management 37, with support, accounting, human resources, and project management each in the mid twenties. If office location matters to you, the addresses are 1 Iakovou Tompazi in Limassol, Hrubieszowska 2 in Warsaw, and Mihai Viteazul Street 3 in Chisinau.

One open role is a senior full-stack .NET engineering position, which is the only back-end language signal in the current listings. The company's public web properties show React and Styled Components on the front end. Infrastructure signals include Docker, Kubernetes, Terraform, and GitLab. Figma and Zoom appear as collaboration tools. These signals come from the company's public sites and job titles rather than a published engineering handbook, so treat them as directional and confirm the actual stack for your team during the professional interview.

We list 23 active roles, and the company's own vacancy board reported 24 at the time of our last check. The board's own team filters spread those roles widely rather than concentrating them in engineering: the largest bucket is "Other" with 8, then business development with 3, then technical support, product management, accounting, and administrative with 2 each, and single openings in engineering management, CRM, and full-stack. Engineering-tagged roles are a small minority of the board. One listing is an evergreen talent pool requisition rather than a live opening, so the practical count of fillable roles is slightly lower.