July 20268 min read
The New Rules of Hiring in Data Center Construction
We sat down with three of our consultants, Ryan Ward, Harry Ladbury, and Martin Regan, to compare notes on what they’re seeing across the US data center construction market.
Each specializes in a different corner of the industry, but their insights pointed to the same conclusion: the rules of hiring have changed.
The AI boom has transformed the construction market at remarkable speed. Projects are moving faster, contractors are competing for a limited pool of experienced professionals, and the best candidates have more opportunities to choose from than ever before.
There was a time when offering a competitive salary and finding someone with previous data center experience was enough. Today, that’s no longer the case.
The rapid growth of AI infrastructure has changed what candidates expect, intensified competition for proven talent, and forced hiring managers to rethink how they attract and secure the people they need.
Based on what our consultants are seeing on the ground, here are five new rules every hiring manager in data centers should know.
Rule #1: Stop looking for "data center people"
Let's start with the biggest myth, which is that many employers still begin every search with one requirement: previous data center experience. It's understandable but increasingly unrealistic, because as we explored in our article on ‘The skills that will get you hired in data center construction’, the talent shortage means employers have to think beyond traditional career paths.
Associate Vice President Ryan Ward says previous data center experience is still the ideal, but it's no longer the only route into the market:
Ideally, you want someone who already has data center experience, but there’s a lot of opportunity for upskilling and training. Pretty much every company working in the data center space now has some kind of training initiative in place.
Harry Ladbury, also agrees. Rather than focusing solely on project titles, employers should be looking for experience delivering mission-critical environments:
Healthcare, pharmaceutical, battery storage, industrial warehouses, gigafactories, and manufacturing facilities — just because someone hasn’t worked on a data center doesn’t mean their experience isn’t transferable.
Therefore, the common denominator isn't the building itself. It's working in environments where precision, coordination, and reliability are non-negotiable.
Employers also need to rethink what they're actually hiring for. In a market where almost everyone is chasing the same experienced professionals, the most successful contractors aren't just looking for people who've "done data centers before". They're looking for people who can solve problems.
Martin Regan sees this firsthand:
We have candidates who are known as ‘fixers’. In other words, they are people who can step into a project that’s underperforming, identify the issues, and get it back on track.
Those candidates aren't defined by a particular project type or a perfect resume, and employers are increasingly hiring for capability over credentials. Previous data center experience still carries weight, of course, but the ability to lead under pressure, coordinate multiple stakeholders, and recover challenging projects can be just as valuable. In summary, the companies broadening their search are opening themselves up to a much deeper talent pool, while everyone else continues competing over the same handful of candidates.
Rule #2: Sell tomorrow's projects, not just today's role
Salary still gets candidates' attention, naturally, but project pipelines are what earn their commitment.
One of the biggest shifts our recruitment experts here at LVI Associates have noticed is that experienced professionals are thinking more long-term before making a move. Ryan says one of the first questions candidates should be asking is what a company's project pipeline is.
It's surprisingly simple, but for professionals moving into data centers, today's project is only part of the picture. They're also thinking about what comes next:
- Will there be another hyperscale build?
- Will they have to relocate?
- Is the company investing in long-term growth?
Ryan explains that some specialist contractors are already being awarded future phases before they've even completed the first:
The pipeline of work is continuous. Many of these contractors are hiring six months ahead of schedule because they already know what projects are coming next.
That kind of visibility is incredibly attractive in an industry where projects and careers can change quickly.
It's also why data center construction has become such a popular destination for professionals leaving slightly slower-paced sectors, something we explored in ‘The construction boom happening beyond the data center’.
Increasingly, candidates aren't just accepting a job. Instead, they're buying into a pipeline.
Rule #3: Reputation is your strongest recruitment tool
Construction has always been a small world, and data center construction is even smaller. Ryan shared one insight that perfectly explains why reputation matters so much in this market:
You have to be invited to tender for a data center project.
Unlike many areas of construction, contractors can't simply identify an opportunity and submit a bid. In hyperscale data centers, the largest clients typically work with a trusted network of contractors that have already demonstrated they can deliver projects safely, at pace and to the exacting standards these facilities demand.
That has a knock-on effect when hiring. Candidates know which contractors consistently secure repeat work, and they're increasingly choosing employers based on the strength of that project pipeline rather than the size of the salary on offer. Joining a contractor with established client relationships often means greater job security, more opportunities for progression and less uncertainty about what's coming next.
Project teams move between contractors, subcontractors work together repeatedly, and news travels quickly. As Ryan says:
Construction on the whole is tiny, but if you isolate that into data centers, it gets even smaller because everyone knows everyone.
That's why employer brand is becoming just as important as compensation.
Candidates increasingly want to work for firms known for delivering successful projects, investing in their people, and maintaining strong relationships with clients.
In a market this connected, reputation travels fast.
Rule #4: The fastest company usually wins
Ask all three LVI Associates consultants why companies lose candidates, and you'll get remarkably similar answers.
For Harry, it all comes down to speed. In a market where experienced professionals have multiple opportunities to choose from, a lengthy hiring process can quickly put employers at a disadvantage. While one company is arranging a second interview, another may already be making an offer.
Harry points to one client that has addressed this by bringing all the relevant hiring managers into a single interview:
If they identify the right candidate, they’re prepared to make an offer the same day.
Ryan is seeing the same level of urgency across the market:
We submitted a candidate on June 1st, and just nine days later, the contract was signed and delivered. Clients understand the urgency and know they need to move quickly.
That pace reflects the projects themselves. With schedules accelerating and competition for experienced talent intensifying, companies can no longer afford to treat hiring as a drawn-out process.
Unlike traditional commercial developments, data centers are built against incredibly aggressive programs. Ryan points out that a 200,000-square-foot data center can be delivered in roughly half the time of a comparable office building, despite requiring far more complex mechanical, electrical, and cooling infrastructure.
That urgency flows through every stage of the project, including recruitment. Companies still relying on lengthy interview processes, multiple approval stages and drawn-out negotiations are finding themselves consistently beaten to the best candidates.
Hiring quickly no longer feels like a competitive advantage. It's now become the minimum expectation.
Rule #5: It’s a lifestyle, not just a salary
As we explored in ‘Why construction professionals are betting big on Texas’, candidates are increasingly looking beyond salary, weighing factors such as lifestyle, flexibility, and long-term career opportunities when considering their next move.
Unlike many commercial construction projects, hyperscale data centers are often built in remote locations, away from established cities and existing talent pools. For professionals, accepting a new role can therefore mean more than simply changing employers. It may involve spending weeks away from home, travelling across state lines, or temporarily relocating for the duration of a project.
Harry says this has made competitive per diem packages, which are daily allowances covering accommodation, meals, and other living expenses while working away from home, an increasingly important part of the overall offer:
If the per diem isn’t competitive, it becomes much harder to attract professionals who are willing to travel.
Companies are responding by placing greater emphasis on the overall employment package. Flexible rotations, paid flights home, travel allowances, and predictable schedules are becoming increasingly important, particularly for professionals required to spend extended periods on site.
As Harry explains, salary is no longer the only point of competition between employers. The working environment and conditions associated with a role can have a significant influence on a candidate’s decision.
Culture is particularly important on remote projects, where employees may spend extended periods working and living alongside the same colleagues. Harry notes that a positive working environment can therefore play an important role in both attracting and retaining experienced professionals.
For professionals, this means assessing an opportunity on more than compensation alone. Working patterns, project conditions, company culture, and long-term career prospects are all becoming important considerations when choosing between employers.
The new playbook
The rapid expansion of the data center sector is having a significant impact on the US construction market.
It is influencing where major projects are developed, driving investment in supporting infrastructure, and increasing demand for experienced construction professionals. At the same time, it is changing how employers approach recruitment.
Companies can no longer rely solely on higher salaries or previous data center experience to secure the people they need. They are broadening their search to professionals with transferable experience, providing opportunities for training and development, demonstrating the strength of their project pipelines, accelerating hiring processes, and placing greater emphasis on the overall employment proposition.
The fundamentals of effective recruitment remain relevant, but the requirements of the market have evolved. Employers that adapt their hiring strategies accordingly will be better positioned to attract and retain the professionals required to deliver the next generation of US data center infrastructure.
Get in touch to discuss your hiring plans or explore our current data center construction career opportunities.