WMS Gaming


WMS Gaming Jobs & Careers

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30+ days ago

Principal Manager Business Intelligence Developer iLottery

WMS Gaming Inc. Pune

Primarily utilizing the BI platform MicroStrategy, the Principal Business Intelligence Developer enables business units to trend, analyze and… Glassdoor

30+ days ago

Senior Software Engineer LAMP iLottery

WMS Gaming Inc. Pune

This individual is to specify, design and develop critical high-performance and scalable platform frameworks and components. Apply software… Glassdoor

30+ days ago

Estimator/Project Manager

WMS International Stuart, FL

Estimator/Project Manager with Heavy Civil Construction experience. Must have HCSS Computer software skills, plus 10/15 years Estimating/Project… Glassdoor

30+ days ago

Energy Enrollment Specialist

WMS INC Los Angeles, CA

Looking for 12 candidates to market Energy Supply services in the LA and surrounding areas. Must be able to pass a background check. We will train… Glassdoor

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WMS Gaming Reviews

96 Reviews
96 Reviews
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Recommend to a friend
Approve of CEO
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Gavin Isaacs
7 Ratings
  1. 2 people found this helpful  

    Top-heavy, disorganized, technologically behind company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Principal Software Engineer in Chicago, IL
    Former Employee - Principal Software Engineer in Chicago, IL

    I worked at WMS Gaming full-time (more than an year)


    * Flexible PTO.
    * Decent benefits.


    * Way too much middle management. Most do not have engineering backgrounds.
    * Poor communication among disciplines. Various groups are stand-offish with each other since no one talks directly enough (ie: it's always through managers).
    * Development environment is a travesty. The tools and libraries are very ancient. There's never a concerted effort to pay down technological debt.
    * Upper management seems to genuinely want to improve the work environment. Unfortunately, they only seem to communicate with middle-management and not the people who actually develop.
    * Unqualified people are promoted way too often. The Peter Principle is in full play.

    Advice to ManagementAdvice

    * Trim the fat. There's too much middle management.
    * Similarly to the first point, people who are clearly unqualified need to be let go.
    * Rigorously screen people during interviews. If you want the best, then demand it. Also, the salaries *and* the work environment need to be attractive. The second point is quite important. If a good applicant realizes the you resist process improvement and use outdated tools, they're going to look elsewhere for a job.
    * For software engineering, people need to be allocated for cleaning up code and researching process improvements. The current mindset seems to be that an employee must always be working on a game. However, no one actively works on improving the process or ensuring the developers can iterate quickly.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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