The demand for data centers is growing faster than the availability of skilled MEP (mechanical, electrical, and plumbing) professionals needed to build and maintain them.
Key Challenges:
Solutions:
Without targeted action, the talent gap will lead to higher costs, delays, and risks for data center projects.
Data Center MEP Talent Shortage: Key Statistics and Impact 2025-2034
Modern data centers have grown not just in size but in operational complexity. These facilities are often described as intricate "high-tech puzzles", requiring the integration of AI systems, massive power demands, and advanced cooling technologies. Instead of building one facility at a time, the industry now tackles entire multi-building campuses, creating an even greater need for highly coordinated MEP (mechanical, electrical, and plumbing) teams.
The technical challenges are staggering. Utility grid limitations mean MEP professionals must design and implement local microgrids and manage large gas generators to power both construction activities and eventual server operations. Adding to the pressure, rapid advancements in chip technology require designs to remain flexible, with MEP systems often being reworked right up to the arrival of servers. Remote locations, such as the Texas Panhandle and the Dakotas, make it even harder to attract skilled professionals.
In November 2025, Gray Construction reported overseeing 1 gigawatt of data center development across seven campuses. One project in Mississippi alone required around 3,000 on-site workers to meet tight deadlines. To address these challenges, companies like Kojo have even resorted to flying in trainers on private jets to quickly onboard electricians and prevent delays, as noted by CEO Maria Davidson.
On top of these technical and logistical hurdles, the competition for MEP talent is fierce.
The demand for MEP professionals isn't limited to data centers - other industries are vying for the same talent pool. For example, the renewable energy sector is expected to need an additional 1.1 million blue-collar workers by 2030, directly competing for these specialized skills. At the same time, workforce demand driven by the Bipartisan Infrastructure Law is projected to peak between 2027 and 2028, further straining the labor market.
This demand isn't confined to traditional hubs like Northern Virginia, New York, or Dallas. According to Kurt Wallner, Project Executive at DPR Construction:
"It used to be just Northern Virginia, and New York, and Dallas. And now we're hearing Indiana, and Louisiana and every state in between. … Really, what we're seeing, it's an arms race for people, material, equipment".
To fill the gap, data center developers are increasingly recruiting from non-traditional backgrounds, such as oil and gas professionals, military nuclear technicians, and aviation mechanics. However, the competition is so intense that companies frequently poach entire teams from one another. As Maria Davidson explains:
"There's huge competition, and we're seeing a lot of companies poach each other's teams".
Meanwhile, younger generations are showing less interest in technical trades. A significant 74% of Gen Z workers in the U.S. view vocational training as less desirable compared to a four-year college degree, further shrinking the pool of potential talent.
Beyond competition and complexity, workforce demographics and training gaps are adding to the problem.
The industry is grappling with a "silver tsunami" as experienced professionals retire in large numbers. In 2019, nearly half (45%) of data center professionals reported having 20 or more years of experience, underscoring the aging workforce and the loss of crucial institutional knowledge. Unfortunately, investment in apprenticeships and training has not kept pace.
The talent shortage begins long before the job market. A societal preference for university education over trade schools has resulted in fewer young workers entering MEP fields. Dame Dawn Childs, Chief Executive of Pure Data Centres Group, highlights the issue:
"I think, along with all of the other technical industries, we're having difficulty feeding the pipe".
Mark Yeeles, Vice President of Schneider Electric's Secure Power Division, echoes this sentiment:
"The time to start investing in apprentices was 10 years ago".
Adding to the challenge, data center projects demand specialized expertise in high-density power and cooling systems - skills that many general construction workers lack. Without proper training, junior staff are often unprepared to step into senior roles, creating a succession planning crisis. For instance, the UK alone will need an additional 50,300 construction workers annually through 2029 to meet demand. Hiring new staff remains a top challenge for data center organizations as they look toward 2026.
The shortage of skilled MEP (mechanical, electrical, and plumbing) professionals is causing significant disruptions in data center project delivery. More than half of data center construction sites have experienced operational issues due to staffing shortages. These challenges ripple across every stage of a project, from design to commissioning, leading to delays, cost increases, and coordination challenges.
Unfilled MEP positions are creating massive backlogs - some projects are delayed by up to a year. To keep things moving, companies are turning to expensive vendors, driving up construction costs by 47% year-over-year. As Muddassir Siddiqi, President of College of DuPage, points out:
"Contractors report backlogs approaching a year, indicating a persistent workforce shortfall rather than a temporary imbalance".
The financial impact is staggering. Data center construction costs have soared to $977 per square foot, with project budgets ranging from $500 million to $2 billion. These tight budgets leave little room for delays caused by staffing shortages.
Adding to the problem is a critical gap in experience levels, often called the "missing middle". Junior employees are being promoted too quickly to fill senior roles, with 20% of professionals with less than five years of experience already holding senior positions. This raises concerns about project quality and knowledge transfer.
Andy Davis, Director at DataX Connect, sums it up:
"The reality is that the industry doesn't have enough people at any level to meet demand, from trades through to directors... some projects simply can't be delivered".
High turnover only makes things worse. 40% of current data center professionals plan to switch jobs in the next year. Companies are offering significant salary premiums to retain talent, with U.S. professionals earning an average of $181,000 annually, a $57,000 edge over their European counterparts.
But delays and cost overruns are only part of the story. The shortage of MEP talent is also putting critical power and cooling systems at risk.
Power distribution and cooling systems are the backbone of any data center, yet they are among the hardest-hit areas due to MEP staffing shortages. Without experienced specialists, facilities face increased downtime and even grid instability.
The numbers paint a grim picture. The U.S. data center industry faces an annual shortfall of 81,000 electricians through 2034. By 2030, the industry will need an additional 130,000 electricians, 240,000 construction laborers, and 150,000 construction supervisors. Chris Madello of the United Association notes:
"Data center projects are currently demanding more workers than any other single industry... more and more manpower is required".
These projects require tightly integrated systems, and a lack of expertise often leads to design conflicts. For example, cooling systems can interfere with plumbing layouts, and these issues frequently go unnoticed until the commissioning phase, leading to performance failures. Fast-track schedules often force construction to begin before MEP designs are fully developed, increasing the likelihood of mistakes and last-minute changes.
Brent Arnholter from Actalent highlights the challenge:
"These projects are MEP-heavy and require seamless integration of AI systems, power and cooling. That means design and construction teams have to collaborate in real time".
When specialists aren't available, projects are forced to rely on less experienced providers, increasing the risk of defects and rework. In a mission-critical environment, even a minor glitch in power or cooling can cost millions and jeopardize the 24/7 uptime required by service-level agreements.
Data center projects demand precision and structured execution. As Matt Perrier-Flint, Operations Director at Datalec Precision Installations, explains:
"It is very, very fast. It's very, very highly engineered... everything [is] carried out in a structured way".
However, the strict schedules leave no room for error. Even small mistakes in MEP systems can cause major delays and drive up costs for contractors. Quinonez, a United Association representative, emphasizes:
"On data center projects... companies are far less willing to take risks, since even small mistakes can slow a project down".
The shortage of senior MEP professionals further complicates matters. Without experienced leaders, there’s a lack of proper succession planning and oversight for complex systems. MEP consultants are rarely appointed as lead designers, which weakens coordination between disciplines and fragments responsibilities during the design phase.
Commissioning is another area where the talent gap shows. This phase involves multiple rounds of testing, including full-building failover scenarios. Without qualified supervisors, the transition from construction to operation stalls. Apprentices often lack on-site mentorship, increasing the risk of costly errors in high-density server environments.
The shortage of skilled MEP professionals is a significant challenge for data center projects, but there are practical strategies to address it. By focusing on targeted recruitment, educational partnerships, and employee development, companies can tackle this issue head-on and keep their projects on schedule.
Traditional hiring methods often fall short when it comes to the fast-paced demands of data center construction. Recruitment platforms have stepped in to bridge this gap, providing pre-qualified MEP candidates who understand the complexities of mission-critical projects.
For instance, iRecruit.co employs a success-based pricing model, ensuring companies only pay for actual hires. Their focus on candidates experienced in MEP systems, commissioning, and project management helps streamline the hiring process. Beyond platforms, companies are also recruiting entire teams and seeking talent from industries like oil and gas, aviation, and even the military. A notable example? In November 2025, JLL Data Centers hired a helicopter mechanic, leveraging their transferable technical skills for data center roles.
Another effective approach is skills-based hiring. Instead of focusing solely on degrees or specific job titles, this method prioritizes competencies, significantly broadening the talent pool. Companies using this strategy are 98% more likely to retain high-performing employees.
While recruitment platforms offer immediate solutions, long-term success lies in building a sustainable workforce pipeline.
To address the talent shortage in a meaningful way, the industry must invest in education and training. Partnering with trade schools, universities, and specialized programs can create a steady flow of qualified professionals.
Take Google, for example. In early 2025, they funded the Electrical Training Alliance to upgrade the skills of 100,000 electricians and train 30,000 new apprentices by 2030. Similarly, Southern Methodist University (SMU) in Texas offers a unique Master's program in data center systems engineering, while the University of Wisconsin–Madison runs a three-day boot camp on data center design and operations. These programs equip students with knowledge of high-density power systems and liquid cooling, ensuring they’re prepared for modern infrastructure roles.
Karina Hershberg, Associate Principal at PAE Consulting Engineers, highlights a key issue:
"We're just not seeing the talent pool at that graduation level... university programs rarely highlight career paths in this sector".
Companies can play a pivotal role by funding and shaping these programs, aligning them with industry needs. Structured apprenticeships and internships also provide clear entry points into the field, while showcasing the impact of data center technology. With global data center staffing needs projected to reach nearly 2.3 million full-time equivalents by 2025, these partnerships are critical for long-term success.
But attracting new talent is only half the battle - retaining and developing current employees is equally important.
Keeping experienced MEP professionals on board requires a commitment to their growth and well-being. Offering opportunities for internal mobility, such as job rotation and cross-training, allows employees to explore new roles without leaving the company. This not only reduces hiring needs but also preserves valuable institutional knowledge. With 44% of infrastructure skills expected to evolve over the next five years, upskilling is essential.
For example, HITT Contracting introduced "fatigue management" protocols in August 2025, capping electricians’ on-site hours to 50–60 per week to prevent burnout. Senior Project Manager Connor Toomey emphasized the importance of communication:
"Trade partners that are building these data centers are the backbone of how we get out of the ground and how we deliver. The biggest tool that we're using to make sure our trade partners aren't over-committing is communication".
Improving daily work conditions also makes a big difference. Some companies now offer air-conditioned bathrooms, high-quality meals, and even therapy dog visits at work sites. For remote projects, developers are creating "man camps" with amenities like RV hookups, dormitories, and mess halls to support traveling tradespeople.
Lowering educational barriers is another way to attract talent. Removing degree requirements for roles where experience or on-the-job training is sufficient opens doors for career changers. Contractors have also invested over $800 million in trade and specialty training programs in 2023, recognizing that investing in their workforce is more cost-effective than constant recruitment.
The data center industry is booming, with monthly spending on new construction averaging $40 billion. However, the sector faces a critical challenge: an annual shortfall of approximately 81,000 electricians through 2034. Without immediate action, this gap between demand and supply will only grow wider.
Fortunately, there are practical ways to tackle this issue. Specialized recruitment platforms, such as iRecruit.co, are speeding up the hiring process by connecting employers with pre-qualified MEP candidates more efficiently than traditional methods. Meanwhile, partnerships with universities like Southern Methodist University and the University of Wisconsin–Madison are helping to build a steady pipeline of skilled professionals. Companies focused on retention are also seeing success by addressing worker fatigue, improving job conditions, and offering upskilling opportunities to keep their teams engaged and motivated.
Another key strategy is early collaboration and communication. Developers who share their project plans years in advance allow trade partners to prepare by securing the necessary labor and equipment. This kind of forward-thinking coordination is essential for creating a workforce ready to meet future demands.
In 2023, the data center industry supported 4.7 million jobs in the U.S., a staggering 60% increase since 2017. With growth at this pace, the industry must adopt strategies that combine smarter recruitment, targeted education, and meaningful employee development to ensure projects are completed on time.
The talent is out there. Now, it's up to the industry to act decisively and secure the workforce it needs.
The demand for mechanical, electrical, and plumbing (MEP) professionals in data center construction is outpacing the available talent pool, largely due to the industry’s explosive growth. With data centers being built faster and on a larger scale than ever before, the need for skilled workers has surged, but the number of qualified professionals hasn’t kept up. Adding to the challenge is the intricate nature of these projects, which call for highly specialized skills.
Several factors are amplifying this talent shortage. The aging workforce is thinning the ranks of experienced professionals, while investment in training new talent remains insufficient. Compounding the issue, companies often resort to short-term fixes like offering higher wages or hiring talent away from competitors, rather than addressing the root cause. Without a shift toward long-term solutions - like robust training and workforce development programs - the industry will continue to struggle to bridge this gap.
To draw younger generations into trade careers, companies are rolling out strategies that focus on modern advancements and career growth potential. By incorporating cutting-edge technologies like AI and automation, they’re transforming traditional roles - such as electricians and plumbers - into more dynamic, tech-driven jobs. This approach not only reduces physical strain but also highlights how these roles are crucial to supporting industries like data center construction.
In addition to adopting technology, businesses are teaming up with training institutions, creating workforce development programs, and offering competitive pay. These efforts aim to build a steady pipeline of skilled workers. By emphasizing the role trade careers play in maintaining critical infrastructure and presenting clear paths for advancement, companies are working to shift perceptions and ignite interest among younger workers.
The shortage of skilled MEP (mechanical, electrical, and plumbing) professionals is creating serious challenges for data center projects, leading to rising costs and longer timelines. With the demand for data centers growing at an incredible pace, finding qualified workers has become a significant hurdle. This shortage often results in staffing inefficiencies, project delays, and increased labor expenses.
To compete for the limited talent pool, companies are offering higher wages and additional perks, which only adds to the overall cost. On top of that, project delays stretch budgets further and slow the rollout of essential infrastructure. The problem is made worse by the industry's inability to scale up workforce training programs quickly enough to match the fast pace and complexity of modern data center construction.
