Updated Mar 17, 2026 by Modern Times Group
MTG successfully repositioned as a pure-play esports and gaming company in 2019, executing a strategic split and preparing for a separation into two listed entities.
The company achieved a significant financial turnaround, with net income surging to SEK 2,285 million from SEK 471 million in 2018 and net sales increasing by 10%.
MTG eliminated all external debt, reducing borrowings from SEK 3.68 billion to zero, while funding its transformation through the SEK 1.8 billion sale of Nova and other divestments.
Esports operations served as a primary growth driver, recording a 13% increase in sales during the 2019 fiscal year.
The board adopted a 'buy-and-build' investment strategy, focusing on acquiring majority stakes in esports firms while retaining founders as minority shareholders.
The company implemented a zero-dividend policy to support its capital allocation strategy and growth objectives.
Executive compensation was strictly governed with caps of 125% of base salary for short-term incentives and 200% for long-term incentives, incorporating both claw-back provisions and ESG metrics.
MTG successfully repositioned as a pure-play esports and gaming company in 2019, executing a strategic split and preparing for a separation into two listed entities.
The company achieved a significant financial turnaround, with net income surging to SEK 2,285 million from SEK 471 million in 2018 and net sales increasing by 10%.
MTG eliminated all external debt, reducing borrowings from SEK 3.68 billion to zero, while funding its transformation through the SEK 1.8 billion sale of Nova and other divestments.
Esports operations served as a primary growth driver, recording a 13% increase in sales during the 2019 fiscal year.
The board adopted a 'buy-and-build' investment strategy, focusing on acquiring majority stakes in esports firms while retaining founders as minority shareholders.
The company implemented a zero-dividend policy to support its capital allocation strategy and growth objectives.
Executive compensation was strictly governed with caps of 125% of base salary for short-term incentives and 200% for long-term incentives, incorporating both claw-back provisions and ESG metrics.