Webinar
The data-centre talent shortage reaches from construction and commissioning to the teams keeping live facilities running. Employers are competing for electrical specialists, commissioning engineers and experienced operations staff, often drawing from the same limited talent pool. The consequences go beyond open vacancies: pressure on project milestones, gaps in shift coverage and the risk of losing experienced people to competing sites. Join Charlie Naylor and Valerio Rossi to examine where the shortages are most acute, what makes these skills difficult to replace, and how employers can respond. We’ll discuss both immediate hiring pressures and the longer-term work of bringing more people into the sector.
Examine the gaps across electrical, commissioning and critical facilities roles. Discuss how shortages affect different stages of a data-centre project, from testing and handover to round-the-clock operations, and which skills employers need to plan for earlier.
When competing employers need the same people, salary alone is only part of the picture. Explore how location, shifts, travel, progression and training influence whether experienced specialists join and stay, and what employers can change to reduce avoidable talent loss.
Hiring from competitors moves talent around; it doesn’t increase the sector’s supply. Discuss routes from utilities, equipment manufacturers and industrial maintenance, alongside graduate and trainee pathways. Identify where skills transfer, where critical-environment experience is essential, and what development is needed to bring new talent into the sector.
Co-Founder & CEOWorkfully
Before co-founding Workfully, Valerio led technology recruitment and international talent acquisition for high-growth companies. He brings first-hand experience of hiring specialist talent across borders. In this session, he’ll explore how data-centre employers can broaden their talent pools and build hiring plans around scarce skills.
Head of SalesWorkfully
Charlie leads Sales at Workfully, bringing 14 years of experience building recruitment divisions, international hiring models and delivery operations across more than six markets. He brings a practical perspective on reaching scarce candidates, improving recruitment processes and building hiring capacity across locations.
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