In a fragmented and fast-evolving regulatory landscape, geolocation has become a critical pillar of compliance, fraud prevention, and operational strategy. But as new formats like sweepstakes, prediction markets, and DFS+ gain traction, and new global markets opening up, operators face increasing pressure to adopt location solutions that are not just accurate, but adaptive.

Ron Braunfeld, Chief Revenue Officer at Xpoint, shares his perspective on how operators can navigate this complex ecosystem, what trends are shaping demand, and how early client feedback has helped define a smarter approach to geo-compliance.

In a market crowded with both low-cost entrants and premium vendors, how should operators navigate the geolocation landscape to ensure they get the best solution for them?

Operators should look beyond sticker price and evaluate geolocation providers on overall value and risk mitigation. It’s easy to be tempted by bare-bones, bargain offerings that perform only basic location checks, but those can leave compliance gaps or blind spots. In contrast, premium solutions tend to bundle critical features like fraud detection, high uptime, and real-time support as standard features, turning geolocation from a mere checkbox into a comprehensive compliance tool.

Operators should select a partner that scales with their business. For example, a startup might start with a usage-based plan and expand as it grows, while a large multi-state operator should see volume-based discounts. In short, the best approach is to weigh long-term reliability and capability over rock-bottom cost, ensuring the geolocation service can prevent costly missteps and even unlock useful insights, not just verify a location.

Which verticals or regions have shown the biggest, unexpected appetite for precise location verification?

One surprising vertical has been daily fantasy sports (DFS). Initially, DFS platforms weren’t under the same strict state-by-state regulations as sportsbooks or online casinos, so many assumed they’d take a minimal compliance approach. Instead, as DFS grew, operators became highly proactive. Mature DFS companies began demanding the same level of precision and fraud resistance as regulated betting operators, recognizing that even a small number of out-of-state users slipping through could pose serious legal and reputational risks​.

Another unexpectedly hungry segment is sweepstakes and skill-gaming platforms. These businesses occupy a gray area in terms of gambling law – sweepstakes-based casinos or prize games aren’t clearly ‘gambling’ in the traditional sense. With legal scrutiny mounting, states are already debating whether sweepstakes constitute gambling, proactive operators have implemented precise geolocation controls. Some have even asked providers for state-by-state geofencing to ensure they don’t inadvertently allow play from jurisdictions that might challenge their model​. It’s essentially anticipating regulation. By acting as if they are regulated and rigorously geofencing where users can participate, they demonstrate a commitment to operating above board. It shows that across the board, from fantasy sports to sweepstakes games, the industry increasingly views precise location tech not just as a legal hurdle, but as a foundation for a trustworthy, scalable operation.

Which upcoming innovations or market trends do you expect will have the biggest impact on geo-compliance demand over the next two years?

Several forces are converging to reshape the future of geo-compliance. Geolocation is becoming deeply integrated into the broader security and personalization stack. The most forward-thinking operators are starting to link location intelligence with fraud prevention, responsible gaming, and even targeted marketing. In the next two years, the biggest differentiators won’t just be accuracy or uptime, they will be the ability to power multiple use cases from a single, trusted location platform.

Meanwhile, global market expansion is driving both scale and complexity. Jurisdictions such as Brazil and the UAE are rolling out or tightening their regulatory frameworks, often requiring location validation as a condition of licensure. This will push operators to adopt flexible, modular compliance infrastructure that can be customized market by market, as more areas continue to regulate.

How does early adopter feedback shape your commercial and product roadmap, and what’s a key lesson you’ve learned from client insights?

Client feedback is often the earliest signal of where the market is heading. Operators on the front lines, especially those pioneering new betting formats or entering emerging jurisdictions, tend to uncover challenges that aren’t yet on most providers’ radar. Listening to those early adopters can reveal opportunities to build products that solve real pain points, not just theoretical ones.

Another recurring theme is the need for transparency and flexibility in partnerships. Leading operators now expect their compliance agreements to function as living, breathing documents, regularly updated to mirror regulatory shifts, market developments, and evolving risk profiles. Providers that explain their data sources clearly, pivot swiftly when rules change, and scale support in lockstep with client growth earn lasting trust. This feedback loop, where operators push boundaries and providers refine solutions, has emerged as a core driver of innovation in geolocation. Partnerships are no longer static contracts, they’re collaborative roadmaps for confident, sustainable expansion.

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In this interview, we speak with Dr. Maria Loumpourdi, founder and Managing Director of Made From Within, a CPD-accredited leadership development provider. She shares her journey into leadership and coaching, the philosophy behind her work, and how evidence-based development can drive real change—particularly in high-growth sectors like iGaming. 

What originally sparked your interest in leadership development and coaching? Was there a defining moment that set you on this path?

The spark started very early. As a kid, I was always very curious and loved learning, but more than that, I loved sharing what I learned. I even remember trying to memorise a 24-volume encyclopaedia just so I could drop interesting facts into conversations. Looking back, that passion for learning and helping others grow was always there.

When it came time to choose a university path, education felt like the natural choice. I loved it (and still do), but I quickly started to feel uneasy about how rigid the school system is.  More often than not, we teach what’s prescribed, not necessarily what kids want or need to learn. That made me think more seriously about adult education, where people have more agency in their development and are often more personally invested.

That decision led me to corporate learning and development. I started in the Learning & Development department of an iGaming company, and within a year, I moved into a leadership role heading L&D in the manufacturing sector. That role gave me hands-on experience in managing teams and developing as a leader myself. By that time, I had already completed a master’s in educational leadership and had been accepted into a doctoral programme. At that point, I already knew my research would focus on leadership development.

Another key realisation came when I started developing leaders. I began to see that while training is a necessary first step, it cannot, on its own, lead to lasting behavioural change. That’s when I realised coaching was the missing piece; it’s what helps people truly internalise and apply what they’ve learned. I became an accredited coach and eventually a coaching supervisor (a coach of coaches), and that shifted how I approached development.

Everything came together when I completed my doctorate and published my book, Leaders Made From Within. That was an important moment for me because it also marked the launch of my company, Made from Within. It was the point where everything aligned: my love for learning, leadership, developing others, and the belief that real change (whether individual or organisational) comes from within.

Made From Within is CPD-accredited and globally active. What inspired you to start it, and what impact are you most proud of so far?

Made From Within wasn’t a business idea; it was the result of over a decade of real-world experience, empirical research, and a deep understanding of what works (and what doesn’t) when it comes to leadership and organisational development. I spent many years building my expertise, holding senior roles in international organisations, and seeing firsthand what drives real performance and sustainable business growth. Just as importantly, I saw the common patterns that hold people and businesses back. Many of the lessons I learned (both the successes and the hard-won mistakes) shaped the foundation of Made From Within.

I started Made From Within because I wanted to offer something practical, evidence-based, and rooted in real experience; instead of unsupported theories, popular opinions, or trends. The leadership and personal development space is currently crowded, and I was very intentional about two things: 1. making sure that my background clearly shows I am not another self-proclaimed guru on social media, and 2. ensuring this wasn’t just another one-size-fits-all offering. At Made From Within, we don’t do off-the-shelf. We work closely with clients to understand their goals, context, and challenges, then build tailored solutions that reflect their reality. We’ve also developed CPD-accredited programmes for individuals and teams who want to grow in a structured and credible way.

What I’m most proud of is how much we’ve achieved in such a short time. Made From Within has already supported leaders and teams across organisations and industries, enabling behavioural and organisational change. We’re now expanding access by offering our accredited courses directly through our website, which allows more people to develop themselves on their own terms, and at their own pace.

Your career spans several industries—from banking and manufacturing to iGaming. What pivotal experiences have shaped your leadership philosophy?

While some leadership challenges (like earning trust, managing conflict, or leading through change) are universal, I’ve found that every industry comes with its own unspoken rules and unique pressures. The culture portrayed on the company website is rarely (if ever) the full picture. Experiencing these differences first-hand has taught me that effective leadership isn’t about following one fixed approach. It’s about learning when to listen, when to challenge, and how to earn credibility in novel environments.

One of the experiences that shaped my approach happened in my very first week as a department head in the manufacturing sector. I was asked to represent the function in a customer audit, even though I had just stepped into the role and barely had any exposure to the industry or the company. During the audit, the client questioned how certain KPIs were calculated. I hadn’t prepared the presentation and didn’t have the answer. It would’ve been easy (and probably expected) to say, “I’m new”, or shift the blame to the person who created it. But I saw it as an opportunity to lead.

I admitted I didn’t have the answer at that moment and promised to come back with it by the end of the day. When I approached the team member who had prepared the figures, they told me they couldn’t remember. This person was already on their way out of the company, having previously received feedback that they weren’t ready for the role I had stepped into. Still, I didn’t point fingers. I worked with the team to find the answer, verified the data, and returned to the client with a clear explanation. We earned the client’s trust, salvaged the audit, and celebrated with the team despite the initial mistake.

That experience grounded one of the core principles of my leadership philosophy: when you lead, you take ownership. You don’t blame others, you don’t throw people under the bus, and you don’t step back when things go wrong. If you’re in a leadership role, you take responsibility and step up even when it’s not directly your fault. That’s the kind of leader I’ve worked to be across every industry I’ve been part of.

In iGaming, rapid growth often outpaces structured development. How can coaching help companies build stronger leadership pipelines during periods of scale?

In iGaming, growth often happens so quickly that people find themselves in leadership roles before they’ve had the time (or the opportunity) to develop the skills or confidence to lead. Coaching helps bridge that gap. It provides a safe space for new and emerging leaders to speak openly about their challenges, reflect on their behaviours, set development goals for themselves and their teams, and work toward those goals with a coach acting as both a thinking partner and an accountability partner.

It’s just as valuable for senior leaders. Coaching can help them build executive presence and avoid slipping into autopilot decision-making, which, in a fast-paced environment like iGaming, can have serious long-term consequences for both individuals and the business.

I’ve seen the impact of coaching firsthand. I’ve worked with people who were on performance improvement plans (essentially on their way out), and within six months, they were promoted into leadership roles. What changed? Their mindset, their behaviour, how they communicated, how they built relationships, and how they demonstrated their competence. Coaching made that shift possible.

Coaching meets people where they are, which is exactly what’s needed during periods of rapid scale. Especially in iGaming, where employee turnover often reaches or exceeds 30% (meaning one in three employees leave each year) offering coaching, even as a smaller operator or supplier, can be the difference between losing talent (often to competitors) and building a strong leadership pipeline.

What advice would you give to iGaming companies looking to invest in leadership development for the first time? Where should they start?

My key piece of advice is this: don’t buy off-the-shelf leadership development programmes. Every year, over $360 billion is invested on leadership development globally, but only 10–20% of that has a measurable return on investment. The reason? Most programmes aren’t tailored to the actual needs of the business and its leaders.

If you want real impact, you need to start with a proper analysis of your organisation’s current leadership needs and challenges. Get clear on what effective leadership looks like in your organisation, involve senior leadership teams from the beginning, and design a programme that fits; not just something that looks good on paper. When done right, tailored programmes can achieve up to 10x the ROI.

In my book Leaders Made From Within: The Blueprint for Developing Leadership in Individuals and Organisations, I share the 5D Leadership Development Process (Define, Design, Deliver, Deploy, and Debrief), a model grounded in my doctoral research. It’s a practical, evidence-based process to building leadership capability, and it’s especially relevant for high-growth sectors like iGaming.

What skills or leadership traits are most important for success in iGaming—and how can coaching help develop them?

Success in iGaming requires a combination of leadership skills due to the industry’s fast pace, volatility, and competitiveness. In my experience developing talent in this industry, some of the most critical skills include:

• Self-awareness and self-regulation: Leaders need to manage themselves under pressure and stay grounded. Coaching supports this by helping individuals recognise patterns, triggers, and habits; and understand how these affect their performance and relationships in a structured way.

• Building relationships and networks: In a fast-moving and relatively young industry, strong cross-functional collaboration is essential. Coaching helps leaders improve their communication, influencing, and trust-building skills, especially when leading international teams where alignment is harder to achieve.

• Creativity and innovation: iGaming leaders often face ambiguous situations without a clear playbook. Coaching provides space to step back, think differently, challenge assumptions, and explore new solutions, which is something daily operations rarely allow time for.

• Decision-making: Rapid scaling requires leaders who can make informed, timely decisions without having all the answers. Coaching helps leaders gain clarity, improve their judgment, overcome indecision, and build confidence in high-stakes or complex situations.

• Business acumen: Leaders need a broader understanding of how the business operates, not just within their own function. Coaching encourages a more strategic mindset by connecting day-to-day decisions to long-term business outcomes. For example, a commercial leader should understand product development, and vice versa. Everyone needs at least a baseline understanding of the financial and regulatory side of the business.

In short, coaching develops these skills not through theory, but through structured reflection, real-world application, accountability, and feedback.