Delays in data center construction often boil down to staffing issues. While design changes and equipment delays are well-known culprits, human resource mismanagement - like hiring unqualified contractors, underestimating workforce needs, or failing to plan for specialized roles - can cause significant setbacks. These errors lead to missed deadlines, higher costs, and quality issues.
Key takeaways:
With data center staffing needs projected to grow to 2.3 million roles by 2025, avoiding these mistakes is critical. Early workforce planning, specialized recruitment, and training programs are essential to keep projects on track and meet the technical demands of modern facilities.
4 Critical Staffing Mistakes Delaying Data Center Construction Projects
Misjudging the number of workers needed can throw an entire construction project off balance. When overtime exceeds the recommended 10% threshold, it leads to fatigue, mistakes, and inefficiencies. Connor Toomey, Senior Project Manager at HITT Contracting, highlighted the long-term risks of overworking teams:
"We're really worried about overextending our electricians... how do you make sure that your workforce is going to be able to do this for the next 8, 10, 15, 20 years? How do we make sure we're not burning people out?"
Fatigue doesn’t just slow things down - it’s a leading cause of human error, contributing to 39% of data center incidents. This results in compromised quality, slower response times, and higher costs for rework. On top of that, overworked employees are more likely to leave for competitors, worsening the already tight labor market. Kurt Wallner, Project Executive at DPR Construction, described the growing demand for skilled workers:
"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."
With these challenges in mind, it’s clear that precise workforce planning is essential to avoid delays, burnout, and escalating costs.
Accurately estimating staffing needs starts with a detailed calculation of total annual hours for each phase of the project. Richard F. Van Loo, Vice President of Operations at Uptime Institute, advises summing up hours for preventive maintenance, corrective maintenance, vendor support, and shift coverage. Then, divide that total by the number of "productive hours" one person can realistically work in a year - factoring in time for training, leave, and administrative duties. This approach helps avoid errors and delays while ensuring workers aren’t stretched too thin.
For operational staffing, power capacity offers a helpful guideline. Small facilities (1–5 MW) typically require 8–15 staff members, medium facilities (5–20 MW) need 15–35, and large facilities over 20 MW demand 35 or more personnel. However, construction projects require a more nuanced approach. With over 230 specialist roles involved throughout the project lifecycle - from initial strategy to operations - it’s critical to plan thoroughly.
The best project managers are taking proactive steps to secure the necessary labor well in advance. By forming contracting teams during the conceptual drawing phase - often years before construction begins - they ensure workforce availability. Regularly monitoring subcontractor backlogs is another key strategy to avoid overcommitting resources to competing projects. Steve Henslee, Director of Mission Critical at IES Electrical, emphasizes the importance of early engagement:
"There's really not an option, to get to the end game [without early engagement]"
Building a data center isn’t your standard commercial project - it demands a whole different level of expertise. Take the electrical infrastructure, for example. It’s not just about wiring; it’s about handling high-voltage utility feeds, substations, and both Medium Voltage (MV) and Low Voltage (LV) switchgear. Add to that the need for knowledge of UPS architectures (like N and 2N setups), backup generators, and busways - all critical for ensuring uninterrupted power.
On the mechanical side, it’s just as complex. With mechanical, electrical, and plumbing (MEP) systems accounting for 65% to 70% of the total construction budget, teams need to be well-versed in designing and implementing advanced cooling systems. This includes everything from CRAH/CRAC units and chillers to cutting-edge liquid cooling methods like direct-to-chip and immersion cooling. These systems are essential for managing the increasing rack densities in modern data centers.
And let’s not forget commissioning. This process ensures everything works as it should before the handover. From factory witness tests to load bank testing and Integrated Systems Testing (IST), commissioning expertise is non-negotiable.
Here’s a quick breakdown of the key technical domains and competencies:
| Technical Domain | Key Competencies & Systems |
|---|---|
| Electrical | Substations, MV/LV Switchgear, UPS Architectures (N, 2N), Backup Generators, Busways |
| Mechanical | CRAH/CRAC Units, Chillers, Liquid Cooling (Direct-to-chip), Heat Pumps, AHUs |
| Commissioning | Level 1-5 Testing, Load Bank Testing, Factory Witness Tests, IST |
| Controls | BMS, EPMS, DCIM, CMMS, Telemetry, AIOps |
| Fire & Safety | Detection (VESDA), Suppression (Gas/Water), Arc Flash Protection, NFPA 70E |
Without these specialized skills, projects face operational failures and costly setbacks.
When workers lack the specific expertise needed for data center construction, mistakes are inevitable - and expensive. Missteps like installing electrical services or ducts in the wrong locations can lead to delays and costly rework. As Keith Klesner, Vice President of Strategic Accounts at Uptime Institute, explains:
"Data center uptime (availability) and operations considerations are usually outside the builder's scope and expertise."
Inexperienced contractors might also suggest cost-cutting measures that compromise reliability and fault tolerance. Poorly integrated systems can lead to performance issues that jeopardize the facility’s Tier rating, a critical measure of its reliability.
The problem isn’t going away, either. In 2020, half of data center owners and operators globally struggled to find qualified candidates. And with staffing needs projected to hit 2.3 million full-time roles by 2025 - requiring over 325,000 new positions between 2019 and 2025 - the talent gap is only widening.
To avoid these pitfalls, start by bringing in an experienced Owner’s Representative. They can assess contractor qualifications and engage specialty contractors early in the conceptual design phase. This approach helps ensure the right talent is on board and mitigates delays caused by long lead times for critical components like generators and switchgear, which can take 24–36 weeks to procure.
Specialty staffing firms can also be a game-changer. These firms connect you with pre-vetted professionals like electricians, HVAC technicians, and low-voltage installers who understand the unique demands of data centers. Many of these consultants are willing to travel to remote project sites in states like Arizona, Virginia, and Ohio, where local talent may be harder to find. As Brent Stoffer, TD&P Expert at Actalent, points out:
"Data center construction is booming. In 2024 alone, these builds drove 94% of nonresidential growth."
Finally, involve the operations team early in the process. This not only ensures the facility is designed with maintainability in mind but also allows for on-the-job training during construction. It’s a smart way to transfer critical knowledge about the facility’s unique systems and configurations, creating a smoother handoff from construction to operations.
The rapid pace of change in the data center industry has outstripped the ability of training programs to keep up. Workers who once specialized in traditional air-cooled systems now face the challenge of mastering Cooling Distribution Units (CDUs) and Programmable Logic Controller (PLC) integration to handle the increasing adoption of liquid cooling systems. A good example of this shift occurred in January 2026, when DataBank's Red Oak campus had to scale back its liquid-cooled data halls from nine to seven during deployment. The reason? Network capacity demands suddenly took priority over GPU processing needs.
The rise of AI infrastructure brings even more complexity. High-density environments may require entirely different construction approaches - think steel buildings with metal panels instead of the usual precast structures. Workers also need to become adept at using autonomous scanners and AI tools to anticipate and avoid delays. With over 300,000 skilled construction workers needed by 2025 and 58% of global operators struggling to find qualified tradespeople, the industry faces a training gap that hiring alone cannot resolve.
The growing use of modular and prefabricated assembly adds another layer of difficulty. Building electrical components and power rooms in factories demands different productivity standards compared to traditional on-site construction. As Tony Qorri, Vice President of Construction at DataBank, explains:
"Success belongs to construction teams built for adaptation rather than those optimized for efficiency in stable conditions."
To meet these challenges, organizations must prioritize both comprehensive training programs and forward-thinking succession planning.
While training addresses immediate skill gaps, succession planning ensures long-term stability. Currently, 45% of data center professionals have been in the industry for over 20 years. This experienced workforce is nearing retirement, and many organizations lack a clear plan for how to manage their departure. The Uptime Institute has flagged this as a critical issue:
"The lack of a succession plan for experienced data center staff is a significant problem for some organizations."
When seasoned employees leave without adequately trained replacements, companies lose more than just manpower - they lose decades of institutional knowledge. This is already a pressing issue: in 2022, 53% of data center organizations reported difficulty finding qualified candidates, a sharp increase from 38% in 2018. Additionally, 42% struggle with retention as competitors actively recruit their trained staff.
Addressing this requires more than just preparing for executive-level vacancies. Every role, from mechanical engineers to site supervisors, needs a succession plan. One effective approach is pairing senior professionals with junior staff in mentoring programs to ensure that specialized knowledge is passed down before it’s lost. Organizations can also broaden their talent pool by easing degree requirements and valuing equivalent experience gained on the job.
Succession planning isn’t just a nice-to-have - it’s a critical strategy for maintaining project timelines and preserving expertise. Without it, the industry risks falling behind as its most experienced professionals exit the workforce.
Traditional hiring practices just can't keep up with the demands of data center construction. The numbers make it clear: it takes an average of 90 days to fill a position with standard recruitment models, while skilled tradespeople are typically available for only 10 days. By the time these outdated processes wrap up, the most qualified candidates are already off the market.
Another issue? Traditional recruiters often lack the technical expertise needed for data center projects. They struggle to understand 24/7 staffing needs, the importance of ongoing training for mission-critical roles, and specialized systems like liquid cooling or high-density power. This knowledge gap leads to missteps, like failing to differentiate between specialized roles and general facilities technicians. The result? Only 15% of applicants meet the minimum qualifications for these roles, and keyword-based filtering systems often overlook the few who do.
Security clearances add another layer of complexity. Many data center projects, especially those tied to defense, require thorough background checks. These checks can significantly extend hiring timelines if not integrated into the recruitment process from the start. Unfortunately, traditional hiring methods often treat these requirements as an afterthought, causing additional delays.
The reactive nature of standard recruitment further compounds these problems. Most companies only start looking for candidates when a vacancy arises, which guarantees setbacks. As NSC Staffing points out: "Employers who delay workforce planning risk falling behind competitors and jeopardizing mission-critical operations". With 54% of data center operators citing staffing and organizational challenges as their top operational concern, this outdated, reactive approach has become a major liability. Simply put, traditional recruitment can't meet the speed or precision required in today's environment.
Given the shortcomings of traditional hiring, specialized recruitment methods offer a better path forward. Specialized recruiters can fill most data center roles within 10–15 business days. How? By maintaining active networks of passive candidates - experienced professionals who aren't actively job hunting but are open to the right opportunity. This proactive approach ensures that qualified candidates are already in the pipeline, ready to step in as soon as positions open.
Specialized recruiters also bridge the technical knowledge gap. As AllSearch Recruiting notes: "Traditional recruiting is often effective for straightforward, nine-to-five job placements, it doesn't meet the competitive edge required for data center recruitment challenges". These firms understand the unique demands of data centers, like the need for 24/7 staffing in facilities larger than 5,000 square feet, and they vet candidates accordingly.
Another advantage is flexibility. Contract-to-hire or project-based staffing allows companies to scale their workforce quickly during peak construction phases without committing to the long-term costs of permanent hires. This is especially important as U.S. data center capacity is expected to grow by more than 15% annually through 2026. To further streamline the process, organizations can partner with specialized background screening services that handle security clearances efficiently, avoiding disruptions to hiring timelines.
The stakes are high. Between 2023 and 2024, 57% of organizations increased salary budgets to attract talent. Companies that stick to the sluggish 90-day hiring model will continue losing top candidates to competitors who’ve modernized their recruitment strategies. In regions where electrician salaries have surged by as much as 25% per quarter, speed and specialization aren't optional - they're essential for keeping projects on track.
iRecruit.co tackles the staffing hurdles in data center construction by maintaining a ready-to-deploy pool of vetted talent across the U.S. Unlike traditional recruiters who scramble to fill roles as they arise, iRecruit.co builds long-term relationships with skilled professionals who specialize in mission-critical infrastructure. These are not just job seekers but experienced experts with the specific skills needed for high-stakes projects.
The platform focuses on pre-qualified candidates for roles like project managers, MEP (Mechanical, Electrical, Plumbing) specialists, and commissioning engineers. Through a rigorous vetting process, iRecruit.co ensures these professionals are well-versed in the unique demands of data center construction - things like high-voltage systems, data cabling, and maintaining continuous operations. This minimizes mismatches that could lead to costly delays.
What makes iRecruit.co stand out is its success-based pricing model. You only pay when a candidate is successfully placed. This reduces the financial risks of unfilled critical roles while aligning perfectly with the phased schedules of data center projects. Whether you need specialized engineers during the design phase or seasoned technicians for commissioning, iRecruit.co’s scalable approach ensures the right talent is available exactly when needed. Their flexible pricing options further adapt to projects of all sizes, making their service both efficient and cost-effective.
iRecruit.co offers three pricing tiers tailored to match the hiring demands of data center projects:
| Plan Name | Monthly Fee | Success Fee | Best For |
|---|---|---|---|
| 1 Open Role | $0/month | 25% of first year’s salary or 3% monthly for 12 months | Single critical hire or pilot projects |
| 2 Open Roles | $8,000/month | 20% of first year’s salary or 2% monthly for 12 months | Mid-sized projects with multiple positions |
| 3+ Open Roles | $10,500+/month | 20% of first year’s salary or 2% monthly for 12 months | Large-scale data center construction with broader needs |
The 1 Open Role plan is perfect for organizations looking to make a single high-priority hire or test out specialized recruitment without any upfront costs. For projects requiring more staff, the 2 Open Roles and 3+ Open Roles plans reduce the per-role cost and success fee percentage, providing better value for larger hiring efforts. Additionally, every plan includes a 90-day search credit for replacements, offering peace of mind if a hire doesn’t work out as expected.
Staffing issues can wreak havoc on data center construction timelines. Problems like underestimating workforce needs, mismatched skills, poor succession planning, and outdated hiring methods often lead to delays. The numbers tell the story: 85% of contractors report difficulties finding skilled workers, and 42% of data center operators face major retention challenges.
Addressing these challenges requires detailed workforce planning. This means identifying all the expertise needed - whether it's MEP specialists, commissioning engineers, or round-the-clock operations staff. As Anna Campbell, Director of Technical Services at TRC Companies, puts it:
"Preparing the workforce cannot be treated as an afterthought. It must be a core part of how data center projects are planned and executed".
With global demand for data center staff expected to hit nearly 2.3 million full-time roles by 2025, there’s no room for delays. The solution lies in securing pre-qualified professionals who not only understand the technical complexities of these facilities but are also skilled in areas like AI integration and rigorous testing protocols to minimize risks.
When tackling data center projects, proactive workforce planning is essential to meet labor demands effectively. This means taking the time to forecast staffing needs for every phase of the project, hiring for specialized positions early, and building a flexible team that can adapt to changes in workload.
By matching the right skills to the tasks at hand and preparing for potential challenges, teams can reduce delays and stick to construction timelines. Thoughtful workforce planning ensures the right expertise is available when needed, paving the way for smooth project execution and long-term operational success.
Building a data center isn't your average construction project - it demands a unique set of technical skills and expertise. For starters, electrical systems play a huge role. We're talking about handling high-voltage power distribution, ensuring reliable backup systems like generators, and implementing uninterruptible power supplies (UPS) to keep everything running smoothly, even during outages.
Then there’s the mechanical side of things, which is just as crucial. Maintaining precise climate control is non-negotiable, so expertise in HVAC systems, cooling infrastructure, and other temperature management tools is essential to keep equipment operating at peak performance.
But that's not all. As data centers evolve, proficiency in system integration, automation, and remote monitoring has become increasingly important. These skills allow for operations that are not only efficient but also scalable. And let’s not overlook the importance of power management, security protocols, and adhering to compliance standards - all of which ensure the facility meets both operational needs and regulatory requirements. In short, building a modern data center is a complex challenge that calls for a specialized and highly skilled approach.
Succession planning plays a crucial role in data center staffing, ensuring operations remain uninterrupted when staff transitions occur or skill gaps arise. As seasoned professionals retire or leave, a well-thought-out plan guarantees that critical positions are filled promptly, avoiding operational hiccups.
Given the fast-paced expansion of the data center industry and the rising need for specialized skills, being proactive about succession planning helps prevent delays, keeps projects on track, and secures the foundation for sustained operational efficiency.
