Who we serve
Recruiting for Data Center Developers and Operators
Critical Path Hiring recruits across the full development and operating lifecycle: site selection and power, construction and MEP leadership, project controls, commissioning, controls and BMS, DCIM, and the critical facilities teams that operate the building after turnover. Hiring is sequenced against your construction and commissioning schedule.
Hiring situations
- A new site is approved and the hiring schedule does not exist yet.
- Commissioning coverage is needed against a fixed IST window.
- The operations bench has to be trained and badged before turnover.
- A new metro needs a local supply read before headcount is committed.
Roles
- Power, substation and interconnect engineers
- Construction and MEP leadership
- Project controls, scheduling and cost control
- Commissioning authorities and startup technicians
- Controls, BMS, EPMS and DCIM engineers
- Critical facilities managers, chief engineers and technicians
Engagements
Engagement types
Fixed-fee research or a fixed monthly search retainer. We commit to the work, and we do not guarantee a hire.
Site Launch or Team Build
Monthly hiring capacity sequenced against a milestone plan.
Embedded Search Sprint
A recruiter inside your process for a defined sprint. See homepage engagement scopes.
Talent Intelligence Sprint
Fixed-scope market read before headcount is committed. See homepage engagement scopes.
Selective Executive Search
Focused search for a leadership seat that carries the plan.
FAQ
Questions
- How early should hiring start before turnover?
- Leadership and commissioning coverage usually needs to be in motion around six months out, with operations and technician benches starting well before turnover so training and badging complete on time. The dates come from your schedule.
- Can you cover several sites at once?
- Yes, with a milestone plan and per-seat reporting for each site so leadership can see which team at which site is behind.
- What happens in a thin local market?
- Candidates from adjacent industries who have run live plant, relocation, or splitting a senior seat into two. We map the market first so you can choose.
Next step
A short hiring diagnostic covers the role scope, the local market and pay, and ends with a recommendation.