New site approval
You have a construction schedule and no hiring schedule tied to it.
Site Launch and Team Build
Site launch staffing
We build the hiring plan for a new site, publish a workforce risk register, and report on every role each week against your commissioning and turnover dates.
Timing risks
Requisitions usually open when the org chart is signed, which is often after outreach should have started. Commissioning and controls people are usually committed to other projects, technicians need time for training and badging, and relocation gets left out of the budget. Planning hires backward from the turnover date avoids most of these problems.
Program
A hiring plan tied to your construction milestones. It includes role definitions for each team, candidate supply and pay for each discipline in your metro, a risk register with owners, and a weekly report on every role that flags a team falling behind before it delays turnover.
Sequence
Hiring sequence
Early planning
Leadership & commissioning
Site lead, facilities manager and commissioning hires identified. Comp bands checked against the local market before requisitions open.
Engineering planning
Engineering & controls
Electrical, mechanical and controls/BMS engineers engaged. Workforce risk register published and reviewed with the project team.
Commissioning setup
Operations team
Chief engineers and shift leads in process. Relocation plan confirmed for disciplines with too few local candidates.
Operations staffing
Technicians
Technicians hired in groups so training and badging finish before turnover. Where local candidates are scarce, we recruit from related industries.
Final readiness
Coverage validation
Status of each role against IST and turnover dates. Gaps escalated along with contract or vendor coverage options.
Stabilization
Handover
Check-ins with new hires, backfill plans, and handover of all research and the candidate pipeline to your internal team.
Triggers
Hiring situations
New metro
You need to know how many qualified people are in the metro, and whether you'll need relocation, before you commit headcount.
Parallel teams
Commissioning, engineering and operations hiring all run at once, and you need to decide which goes first.
Status by role
An overall percentage can hide the one discipline that is behind and will delay turnover.
Commercials
Scope and completion
- Time box
- Custom milestone schedule, scoped from your construction and turnover dates.
- Commercial structure
- Engagement scope aligned to the milestone plan.
- Investment
- See homepage engagement scopes for current pricing.
- Completion
- The agreed milestone deliverables, workforce plan, active-search work and pipeline handoff have been completed.
Reporting
Weekly milestone report
Milestone report example
Example milestone-report structure. No client or candidate information shown.
| Report field | What it records each week |
|---|---|
| Roles | Every role, grouped by discipline and team. |
| Sequence position | Where each role falls on the construction and commissioning schedule. |
| Search status | Defined, mapped, in outreach, in interview, in offer, or filled. |
| Local supply | What the metro can supply for that discipline, and what it cannot. |
| Relocation dependency | Which roles require relocation and whether a package is confirmed. |
| Compensation feedback | Pay expectations from candidate calls compared with the approved band. |
| Risk register entries | Named risks per discipline with an owner and a mitigation. |
| Escalations | Teams that need a decision on scope, pay band, location or vendor coverage. |
| Next milestone | The next schedule checkpoint and which roles have to be filled to meet it. |
What the engagement requires from you
- A named project sponsor tied to the construction schedule
- Approved comp bands per discipline before outreach
- Feedback on submissions within 48 hours during ramp
- Relocation policy confirmed before offers go out
- Access to milestone dates as the schedule changes
We commit to delivery standards, research depth, outreach volume, reporting cadence and response times. Outcomes depend on market conditions, scope, compensation and process speed.
FAQ
Questions
- How should hiring start before a site goes live?
- Hire site leadership and commissioning first, then operations staff and technicians, so people are trained and badged before turnover. The exact order comes from your construction and IST schedule.
- What is a workforce risk register?
- A per-discipline list of the hiring risks on a launch: thin local supply, competing builds in the same metro, travel or shift constraints, clearance requirements and relocation dependency, each with an owner and a mitigation.
- How do you handle thin local labor markets?
- We try these in order: recruit from related industries where people have similar plant experience, offer relocation with a competitive package and local onboarding support, then change the scope, for example by splitting a senior role into two or extending vendor coverage during ramp.
- Can you support multiple sites at once?
- Yes, with a milestone schedule for each site. Reports list every role individually so leadership can see which team is behind.
- Do you handle relocation logistics?
- We advise on package structure and manage candidate-side expectations and timing. Contracting relocation vendors stays with your mobility or HR team.
- Do you guarantee every role is filled by go-live?
- No. We commit to the hiring order, the research and weekly reporting. When a team is at risk of not being staffed in time, we tell you early so you can plan vendor or contract coverage.
When to hire by build stage
Which roles to open at each stage, from site work to operations.
Data center recruiting
Disciplines, role families and related industries to recruit from.
Embedded recruiting
The delivery model behind a launch program.
Talent intelligence
Check local supply before the plan is committed.
Launch schedule
Send the schedule. We'll send back a recommended hiring order and the risks to raise now.