Gambling Managers
Plan, direct, or coordinate gambling operations in a casino. May formulate house rules.
Most important skills
- Critical Thinking
- Management of Personnel Resources
- Speaking
- Monitoring
- Active Listening
- Social Perceptiveness
- Coordination
- Service Orientation
Key knowledge
- Customer and Personal Service
- English Language
- Administration and Management
- Mathematics
- Personnel and Human Resources
- Administrative
- Computers and Electronics
- Economics and Accounting
What the work involves
- Resolve customer complaints regarding problems, such as payout errors.
- Remove suspected cheaters, such as card counters or other players who may have systems that shift the odds of winning to their favor.
- Maintain familiarity with all games used at a facility, as well as strategies or tricks employed in those games.
- Train new workers or evaluate their performance.
- Explain and interpret house rules, such as game rules or betting limits.
- Monitor staffing levels to ensure that games and tables are adequately staffed for each shift, arranging for staff rotations and breaks and locating substitute employees as necessary.
- Interview and hire workers.
- Prepare work schedules and station arrangements and keep attendance records.
Strongest interest areas (O*NET): Enterprising, Conventional, Social.
Qualifications and licensing
- Most common education
- High School Diploma or the equivalent (such as a GED) (56.5% of respondents)
- Related experience
- Over 2 years, up to and including 4 years (33.6%)
- On-the-job training
- Anything beyond short demonstration, up to and including 1 month (30.1%)
- Preparation level
- O*NET job zone 2: Job Zone 1-2: Very Little to Some Preparation Needed
- Licensing
- Not yet verified. Check your state licensing board.
Check before planning
- Licensing for Gambling Managers is not yet verified for any state: check the state licensing board before planning.
Limits
- Distributions show what current workers or occupational experts report, not legal minimums.
- Requirements vary by employer and state; time to qualify is not estimated.
Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0
Work environment
How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).
Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.
| Condition | Level | Compared with other occupations | Most common answer (O*NET survey) |
|---|---|---|---|
| Contact with others | Very high | Higher on contact with others than 83% of occupations compared | 79% of surveyed respondents chose “Constant contact with others” |
| Dealing with the public | Very high | Higher on dealing with the public than 94% of occupations compared | 69% of surveyed respondents chose “Extremely important” |
| Teamwork | Very high | Higher on teamwork than 92% of occupations compared | 81% of surveyed respondents chose “Extremely important” |
| Freedom to make decisions | High | Higher on freedom to make decisions than 64% of occupations compared | 51% of surveyed respondents chose “A lot of freedom” |
| Time pressure | Moderate | Higher on time pressure than 54% of occupations compared | 34% of surveyed respondents chose “Every day” |
| Conflict situations | Very high | Higher on conflict situations than 95% of occupations compared | 50% of surveyed respondents chose “Once a week or more but not every day” |
| Dealing with unpleasant or angry people | Very high | Higher on dealing with unpleasant or angry people than 92% of occupations compared | 49% of surveyed respondents chose “Once a week or more but not every day” |
| Consequence of error | High | Higher on consequence of error than 73% of occupations compared | 31% of surveyed respondents chose “Very serious” |
Work-pressure profile
- Time pressure: moderate
- Conflict situations: very high
- Dealing with unpleasant or angry people: very high
- Consequence of error: high
Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.
Full answer distributions
Contact with others
- No contact with others: 0%
- Occasional contact with others: 0%
- Contact with others about half the time: 1.05%
- Contact with others most of the time: 19.88%
- Constant contact with others: 79.07%
n = 28, Incumbent 08/2023
Dealing with the public
- Not important at all: 0%
- Fairly important: 0%
- Important: 1.26%
- Very important: 30.06%
- Extremely important: 68.68%
n = 28, Incumbent 08/2023
Teamwork
- Not important at all: 0%
- Fairly important: 0%
- Important: 3.78%
- Very important: 15.36%
- Extremely important: 80.87%
n = 28, Incumbent 08/2023
Freedom to make decisions
- No freedom: 0%
- Very little freedom: 7.39%
- Limited freedom: 8.92%
- Some freedom: 32.87%
- A lot of freedom: 50.82%
n = 28, Incumbent 08/2023
Time pressure
- Never: 1.26%
- Once a year or more but not every month: 5.34%
- Once a month or more but not every week: 28.41%
- Once a week or more but not every day: 30.7%
- Every day: 34.29%
n = 28, Incumbent 08/2023
Conflict situations
- Never: 4.46%
- Once a year or more but not every month: 4.46%
- Once a month or more but not every week: 12.87%
- Once a week or more but not every day: 50.33%
- Every day: 27.88%
n = 28, Incumbent 08/2023
Dealing with unpleasant or angry people
- Never: 0%
- Once a year or more but not every month: 6.29%
- Once a month or more but not every week: 19.33%
- Once a week or more but not every day: 48.58%
- Every day: 25.79%
n = 28, Incumbent 08/2023
Consequence of error
- Not serious at all: 13.28%
- Fairly serious: 8.37%
- Serious: 18.39%
- Very serious: 30.65%
- Extremely serious: 29.31%
n = 28, Incumbent 08/2023
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O*NET-SOC 11-9071.00 · SOC 11-9071 (exact, high confidence) · dataset 2026.10.8