Why Data Center Construction Struggles to Hire

At this year’s Data Center World, Executive Recruiter Roxxann Sczepanik, had the privilege of sharing insights from the front lines of recruiting talent for mission-critical construction. One question dominated the conversation: Are we really facing a labor shortage in data center construction, or are our hiring systems simply broken?

Let’s Break it Down!

The Myth of the Labor Shortage

According to LinkedIn job market data, there are approximately 115,000 construction jobs currently posted across the U.S. Of those, 8.7 percent, roughly 10,005 roles, are tied specifically to data center construction. That’s a significant portion of the industry, but not an impossible gap to fill.

Yet these roles continue to stay open.

LinkedIn also reports over 62,000 skilled trades, 48,000 project managers, 13,000 construction superintendents, and 3,700 Estimators currently open to work. If we apply our 8.7% for data center construction labor, this tells us the problem isn’t with the labor pool—it’s with how we’re engaging that pool.

Your Process Is Costing You Talent

Here’s the real issue. Companies aren’t losing candidates due to scarcity. They’re losing them due to speed.

Based on our internal data:

· Trades professionals are only on the market for about 10 days

· Executives are typically on the market for about 45 days

Meanwhile, the average hiring process, according to LinkedIn employer data, takes about 90 days.

Hiring Timeline Comparison:

· Trades average time on market: 10 days

· Executives' average time on market: 45 days

· Average company hiring timeline: 90 days

This gap creates a massive opportunity cost. You could be securing top-tier talent while competitors are still coordinating second-round interviews.

This Isn’t a Labor Crisis. It’s an Innovation Opportunity.

We don’t have a talent shortage. What we have is an outdated hiring model that cannot keep up with the specialized needs and fast-paced timelines of mission-critical construction.

What’s needed now is:

· Strategic talent pipeline development

· Cross training and certifications like LEED and DCIM

· Faster decision-making from leadership

· Smarter engagement through modern tools and platforms

· Proactive outreach that targets passive candidates

What Needs to Change?

For HR and Talent Teams:

· Build speed into your process to match the real-time availability of candidates.

· Partner with recruiters who are already engaged in the mission-critical space.

· Use tools that prioritize candidate experience and reduce bottlenecks.

For Company Leaders:

· Understand that hiring is a strategic imperative, not just an operational task.

· Cultivate talent pools well before job openings arise.

· Shift the mindset from “find the perfect resume” to “build the right team.”

The Bottom Line

LinkedIn proves that there is no shortage of qualified professionals. If your hiring process still takes 90 days, you're not just slow, you’re already out of the game.

It’s not a labor shortage. It’s an HR bottleneck, and it’s time to clear the path.