The data center industry is growing rapidly, with monthly construction spending averaging $40 billion in 2025. But hiring skilled MEP (Mechanical, Electrical, Plumbing) professionals has become a significant obstacle. Here's why:
These challenges are driving up costs, delaying projects, and increasing operational risks. Specialized recruiting solutions, like iRecruit.co, can help address these issues by speeding up hiring, vetting technical skills, and reducing vacancies.
5 Key Challenges in MEP Hiring for Data Centers: Statistics and Impact
The rise of AI-driven data centers has created a need for specialized MEP (mechanical, electrical, and plumbing) expertise. Unlike older facilities that operated at 5–10 MW, today’s data centers often require 50–100+ MW. This shift has introduced technical challenges, such as managing high-density power systems, implementing liquid cooling technologies, and integrating advanced automation controls - skills that weren’t necessary in legacy designs. As a result, the industry faces a widening skills gap.
From 2018 to 2022, the percentage of data center organizations reporting difficulty in finding qualified candidates jumped from 38% to 53%. By 2025, roles in controls and monitoring alone are expected to surpass 165,000 open positions . Yet, much of the current technical training still focuses on outdated air cooling systems, leaving professionals ill-equipped to handle newer technologies like liquid cooling or GPU cluster maintenance.
This skills shortage has real consequences. Staffing challenges are responsible for 36% of operational failures, often due to the absence of commissioning engineers who are critical for identifying and addressing design issues early. Additionally, 42% of operators are struggling to retain staff, as competitors frequently lure away trained professionals with better offers.
The problem is further compounded by the retirement of experienced MEP veterans. Many of these seasoned professionals are hesitant to retrain on emerging technologies, such as immersion cooling and high-density systems. Their departure not only accelerates the loss of institutional knowledge but also delays projects and drives up costs.
The average corporate hiring process drags on for 90 days. In the fast-paced world of data center construction, this lengthy timeline can be a dealbreaker. Every single day of delay can rack up costs in the hundreds of thousands of dollars.
Here’s the reality: trades professionals typically stay on the market for just 10 days, while senior executives are available for about 45 days. A 90-day hiring process? It’s simply too slow to secure top-tier talent.
Part of the problem lies in HR's technical limitations. Lengthy interview cycles and a lack of industry-specific knowledge make it tough to properly assess candidates. For example, hiring a controls engineer or commissioning engineer requires familiarity with high-density power systems and liquid cooling technologies - areas where generalist recruiters often fall short.
The consequences of understaffing ripple through operations. Teams stretched thin face overtime demands, burnout, and an increased risk of technical errors or safety incidents. This creates a vicious cycle of turnover. Shockingly, 28% of operational issues in data centers can be traced back to inadequate staffing levels. Worse yet, delays in hiring can lead to failed safety audits, exposing operators to hefty fines or even project shutdowns.
The rise of AI-driven facilities adds another layer of complexity. Modern data centers demand 50-100 megawatts of power - far more than the 5-10 megawatts required by older facilities. Finding MEP (mechanical, electrical, and plumbing) professionals with the specialized training to handle these high-density systems is no easy task. Critical roles, like commissioning engineers and electrical engineers, often stay vacant for months due to the scarcity of qualified candidates. These hiring delays highlight the urgent need for faster, more focused recruitment strategies.
The growing demand for MEP professionals is creating significant challenges for hiring managers, particularly when it comes to compensation. Salaries for these roles now range between $95,000 and $140,000, signaling a notable increase in staffing costs. Between 2023 and 2024, 57% of data center organizations increased their salary budgets. This rise in pay reflects the intense competition within the field and the broader pressures affecting the market.
The increasing technical demands in data centers, such as the tenfold growth in power density, have heightened the need for engineers skilled in advanced cooling systems and high-density setups. These specialized skills are not only rare but also come with a premium price tag.
"Demand is growing faster than the available talent pool." – Broadstaff Global
As the complexity of these roles drives higher salary expectations, competition among employers makes the issue even more challenging. 42% of operators report losing employees to competitors, which has led to a cycle of rising compensation to retain talent. Nearly 25% of data center organizations cite staff retention as their biggest challenge as they look ahead to 2026. Adding to the strain, many experienced MEP professionals are nearing retirement, taking with them years of critical expertise. This loss further increases the value - and cost - of the remaining workforce.
Expanding into new regions adds another layer of difficulty. Companies venturing into areas without a skilled local workforce often have to offer higher salaries to attract or relocate qualified professionals. By 2025, global data center staffing needs are expected to reach nearly 2.3 million full-time equivalents. Meanwhile, women represent less than 4% of the workforce, which limits the available talent pool even further, intensifying competition and driving salaries higher.
The data center industry is grappling with a looming challenge: a significant portion of its workforce is nearing retirement. Nearly 50% of the U.S. data center workforce is approaching retirement age, and almost half of these employees have been in the industry for 20 years or more. This wave of retirements is taking with it decades of hard-earned institutional knowledge, leaving fewer seasoned professionals to mentor and train the next generation.
The issue isn’t just about numbers. Many facilities lack proper succession plans, creating a widening gap between the outgoing veterans and incoming talent.
"There's been a lack of succession planning in many of these facilities. We have a ton of data behind that", – Rhonda Ascierto, Vice President of Research at Uptime Institute
"My first fear was that we have a group that's going to be eligible for retirement in the next five to seven years. Where's the pipeline of talent that's going to backfill these individuals?" – LeighAnn Schell, Chief People Officer at Evoque Data Center Solutions
This workforce shortage is fueling fierce competition for the remaining pool of skilled professionals. As experienced employees retire, hyperscale developers and other mission-critical industries are aggressively recruiting, adding to the hiring delays and rising salary pressures already plaguing the sector. The global shift toward electrification has intensified this competition, with data centers now vying for the same MEP specialists as green energy firms, tech companies, and even the oil and gas sector. To make matters worse, the U.S. faces a projected annual shortage of 81,000 electricians through 2030, and in high-demand areas, electrician wages can spike by as much as 25% per quarter.
Smaller developers are feeling the strain the most.
"Skilled project managers and foremen are in high demand. There's huge competition, and we're seeing a lot of companies poach each other's teams", – Maria Davidson, CEO of Kojo
The industry’s shift from constructing single facilities to building massive multi-structure campuses has only amplified the need for MEP foremen and data center construction project managers. Adding to the challenge, diversity remains a significant issue, as women make up less than 4% of the data center workforce.
Beyond the skills gap and lengthy hiring processes, the shortage of professionals with direct data center expertise adds another layer of difficulty to MEP recruitment. The reality is stark: just 15% of job applicants meet the baseline qualifications for data center roles. Over the past decade, the rapid expansion of the mission-critical sector has left a limited pool of seasoned experts.
Data centers operate in high-stakes environments where even a minor error in high-voltage systems or cooling can lead to multimillion-dollar losses. These facilities must adhere to strict redundancy standards, such as Tier III (allowing up to 1.6 hours of downtime annually) and Tier IV (requiring 2N redundancy to ensure near 100% uptime).
"The mission-critical niche demands specialized experience. These aren't standard engineering gigs - they involve navigating high-stakes environments where a single glitch could cost millions." – Jack Rawcliffe, Plan B Climatech
The technical challenges are only intensifying with the rise of AI-powered data centers. Modern AI-driven campuses require staggering amounts of power - 50 to 100 megawatts or more. This creates a demand for electrical engineers skilled in managing high-density power systems, a focus area often neglected in traditional engineering education. On top of this, phased campus developments, where MEP teams must anticipate unknown future IT loads and racking needs, bring additional complexity.
This gap in specialized education makes data centers particularly vulnerable to design errors and inefficiencies. Training rooted in outdated designs exacerbates the issue, leading to predictable mistakes, unnecessary downtime, and operational challenges. Inexperienced teams may overlook critical elements like liquid immersion cooling, GPU clusters, or the advanced automation required to achieve 2N redundancy.
Tackling the challenges of hiring for mission-critical data center projects calls for targeted recruitment strategies that align with the unique demands of Mechanical, Electrical, and Plumbing (MEP) roles.
Working with specialized recruiters can significantly speed up the hiring process. For example, firms like iRecruit.co maintain an extensive network of skilled MEP professionals who may not be actively job hunting but are open to the right opportunity. By tapping into this network, the time it takes to fill a position can shrink from months to just 10–15 business days.
These recruiters also bring a high level of technical expertise to the table. They can differentiate between standard HVAC systems and advanced technologies like liquid immersion cooling for GPU clusters. Additionally, they have the know-how to assess certifications, such as ASHRAE TC 9.9 compliance, and confirm practical experience with high-density power systems designed to handle loads of 50–100 megawatts.
iRecruit.co also offers a success-based pricing model that minimizes financial risks tied to prolonged vacancies. For a single hire, there are no monthly fees - only a 25% success fee based on the first year's salary (or 3% monthly over 12 months) upon hiring. This structure helps mitigate the hidden costs of unfilled roles, such as project delays, employee burnout from overtime, and potential system failures due to deferred maintenance.
When projects involve multiple hires, scalable recruitment solutions can further streamline the process.
For large-scale projects, the ability to hire efficiently at scale becomes critical. Whether staffing an entire data center campus or managing several projects simultaneously, recruitment process outsourcing (RPO) offers a practical solution. iRecruit.co’s scalable plans are designed to address the reality that 58% of data center operators report difficulties in sourcing qualified candidates.
These tiered plans ensure quick access to skilled professionals, which is essential for meeting tight project deadlines. Scalability is especially beneficial for overcoming geographic challenges. As data center construction expands into regions like Virginia, Texas, and Arizona - areas where local talent pools may be limited - specialized recruiters can deploy consultants to rapidly staff these remote locations, keeping projects on schedule .
iRecruit.co offers flexible and cost-effective pricing options tailored to different hiring needs. For two open roles, the monthly cost is $4,000 per role ($8,000 total), with a 20% success fee. For three or more positions, the cost per role drops to $3,500 ($10,500+ monthly), while the 20% success fee remains consistent.
| Plan | Monthly Cost | Success Fee | Best For |
|---|---|---|---|
| 1 Open Role | $0/month | 25% of first year's salary (or 3% monthly for 12 months) | Single critical hire with no upfront risk |
| 2 Open Roles | $8,000/month ($4,000/role) | 20% of first year's salary (or 2% monthly for 12 months) | Growing teams or dual-project staffing |
| 3+ Open Roles | $10,500+/month ($3,500/role) | 20% of first year's salary (or 2% monthly for 12 months) | Hyperscale builds or rapid expansion |
For added flexibility, the contract-to-hire option allows companies to evaluate a candidate’s technical fit before making a long-term commitment. This is especially useful for roles requiring expertise in areas like 2N redundancy systems or Building Information Modeling (BIM) for phased campus developments - skills that can be challenging to verify through traditional interviews.
The hurdles in MEP hiring for data centers - ranging from a shortage of specialized skills to tight timelines - have a direct impact on project outcomes and operational stability. For example, 54% of operators identify staffing as the top factor for successful operations. Overcoming these hiring challenges is essential.
When MEP roles remain unfilled, the consequences can snowball. Delayed projects come with hefty price tags, and staffing shortages often lead to operational mishaps, with 36% of failures linked to poor execution and 28% to insufficient personnel. Managing AI-driven facilities, which require 50–100 megawatts of power, adds another layer of complexity, demanding engineers with niche expertise that generic job boards simply can't provide.
As outlined earlier, specialized recruitment services like iRecruit.co offer targeted solutions to these challenges. By leveraging technical vetting, access to passive talent pools, and faster hiring processes, they cut time-to-fill from months to just 10–15 business days. This efficiency helps avoid costly delays and the burnout caused by excessive overtime, which can lead to higher turnover rates. Additionally, their flexible pricing - from no monthly fees for single hires to scalable RPO plans - allows businesses to align hiring costs with their unique project needs.
Looking ahead, strategic planning in MEP hiring is key to maintaining operational excellence. Building teams capable of interpreting intricate designs, planning for future scalability, and ensuring Tier III/IV redundancy supports near-perfect uptime and prepares companies for evolving demands. As Scott Bornman from Procore Technologies puts it:
"The really good contractors interpret the drawings, ask questions and then iterate on the interpretation. They continue to ask follow-up question after follow-up question to understand the intent".
Data centers are facing a growing shortage of skilled MEP (mechanical, electrical, plumbing) professionals, but there are several strategies to address this challenge. One approach is to recruit talent from related industries - such as healthcare, retail, or commercial real estate - and offer specialized training in areas like power distribution, cooling systems, and fire suppression unique to data centers. Expanding recruitment efforts to include underrepresented groups, such as veterans, women, and individuals transitioning careers, can also diversify the workforce and bring fresh perspectives to these critical roles.
Building partnerships with trade schools, community colleges, and apprenticeship programs can create a steady pipeline of workers trained in the basics of data center operations. For existing employees, upskilling opportunities and certifications are key to staying ahead of advancements in technologies like liquid cooling and high-density power systems. Offering competitive salaries, clear career advancement paths, and ongoing development opportunities can further help retain skilled professionals.
To make the hiring process more efficient, collaborating with a specialized recruiter like iRecruit.co can be a game-changer. They provide access to pre-vetted candidates, customized workforce planning, and recruitment strategies tailored to the unique demands of data center projects.
To speed up hiring for MEP roles, companies need to simplify their recruitment processes and tap into pre-qualified talent pools. In data center construction, the hiring cycle can stretch up to 90 days, yet tradespeople are often available for only about 10 days, while executives are accessible for around 45 days. This mismatch underscores the importance of making faster decisions - like setting clear interview timelines, using standardized assessments, and giving hiring managers quicker approval authority.
Adopting targeted recruitment strategies can also cut down delays. Expanding the candidate pool by reaching out to underrepresented groups - such as veterans, women, or those switching careers - is one way to do this. Partnering with trade schools or leveraging data-driven sourcing tools to identify professionals with the necessary certifications can also make a big difference. Collaborating with specialized recruiters like iRecruit provides access to pre-screened candidates, streamlining the hiring process and enabling companies to fill key positions in weeks instead of months.
Rising salary expectations can put a strain on data center operations by driving up payroll costs. When operators are forced to dedicate a larger portion of their budgets to hiring and retaining talent, it often leaves less room for other essential investments, such as infrastructure improvements or handling unforeseen maintenance needs. This can tighten operating margins and limit financial flexibility.
On top of that, higher salary demands can slow down the hiring process. Lengthy negotiations or difficulty in finding qualified candidates willing to accept the offered compensation can lead to delays in project timelines. These setbacks can jeopardize operational reliability, making it even more important for operators to strike a balance - offering competitive pay while keeping budgets under control to ensure projects stay on track and operations run smoothly.
