Do not see your role listed?
Data Center Headhunters recruits critical facilities, data center operations, construction and delivery, commissioning, power and cooling, and executive talent for colocation, hyperscale and enterprise sites. We research the market, contact working people and qualify a shortlist for your opening. No upfront fee. You pay only if you hire.
Tell us what you need. If it is a data center critical role, we will say whether we can help.
This is what we do all day: recruit data center professionals.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- No upfront fee
- Pay only if you hire
- Data centers only, construction to operations
- Local and 100% travel candidates
- Replacement guarantee on standard searches
Our lists are not a fence
The role directory covers the positions we are asked for most. Data center organizations also hire in security, supply chain, sales engineering, finance and other areas. We take on adjacent roles when we have a real network for them, and we decline when we do not.
Examples we have been asked about
Hybrid roles are common: a commissioning manager who also owns turnover to operations, or a development manager who handles power procurement. Describe the work, not just the title.
Check the full list first
Search every title and alternate title, or browse by discipline.
Need this person?
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What should you send us when your title is not on the list?
Send the work, not the title. Tell us what the person will own in their first six months, which systems or trades they touch, who they report to and where the site is. Titles in this sector change between owners and contractors, so the work tells us far more than the name.
Many seats we fill carry a different name at each company. A role one owner calls a site lead, another calls a shift supervisor, and a contractor calls a general foreman. When you describe the decisions the person makes, we can match the seat to people who have made those decisions before.
A short note is enough to start. Bullet points about scope, the hardest part of the job and anything that would rule a candidate out are more useful to us than a polished posting.
How do you decide whether an unlisted role is one you can fill?
We check whether we already speak with people who do the work. If the seat sits next to roles we recruit, such as a hybrid between controls and commissioning, we usually can. If it sits outside data center construction and operations, we say so plainly and suggest where else to look.
Adjacent roles are common. Owners combine duties on smaller sites, and contractors split them on large ones. We ask which half of a hybrid role matters most, because that decides where we search first.
We would rather decline early than run a weak search. A quick honest answer saves you weeks.
What happens after you agree to take on the role?
We hold a calibration call, write the brief in plain language and confirm the fee basis in writing before outreach. From there the process matches any listed role: direct approach, live qualification and a short list of people who have done this work and want this move.
If the role is new to your company, we also share what we hear from the market about scope and pay expectations, so you can adjust before interviews rather than after an offer is declined.
We also tell you which nearby titles we would approach, so the long list reflects the work you described rather than a guess at what the role might be called elsewhere.
Where should you go next?
These pages carry on from here. Each one covers a related decision in more depth, so pick the one closest to the question you still have about this hire, the data behind it or how we work with you.
Questions
Do you fill hybrid roles that combine two jobs?
Often, yes. We ask which half of the job carries the most risk and search for people strong in that half first.
Will you tell us if a role is outside your field?
Yes. If we do not speak with people who do the work, we say so on the first call and point you elsewhere.
Do we need a written job description first?
No. A few lines about scope, reporting line and location are enough to start a calibration call.