Send us your open role

Why does the form ask for role, location and urgency first?

Because those three answers decide whether and how we can help. The role tells us which part of the market to map. The location tells us where the people live and whether relocation is likely. Urgency tells us how to plan the search with you. Contact details come second, once the need is clear.

Putting the role first also helps you. Many hiring managers know exactly who they need but not the title other employers use. The role tiles group titles into eight families, from site operations to leadership, and typing a title shows examples so you can pick the closest match.

Urgency has three plain choices: now, within thirty days, or planning ahead. Planning ahead is a perfectly good answer. Early conversations about a site opening next year often produce the best searches.

Which roles can you send us?

Any direct-hire data center role, grouped into eight families on the form. That includes critical facilities operations, electrical and mechanical trades, commissioning, construction and project management, design and engineering, controls, sales and service, and leadership. If your title does not appear, type it in and describe the work in the call.

Titles vary between employers, so do not worry about matching ours. A facilities technician at one company may hold the authority of an engineer at another. On the calibration call we focus on duties, systems and authority rather than the label.

We work across technicians, engineers, managers and executives. Seniority changes how a search runs, but it does not change the form you use to start one.

Why do we ask for a work email and not a phone number?

A work email confirms the request comes from an employer and gives us a written channel for the brief and any agreement. Phone is optional because many hiring managers prefer to choose when they talk. If you add a number, we may call it. If you leave it blank, we will email first.

Company name matters for the same reason. It lets us check for conflicts, such as a current search where your team would be off limits, before we discuss your role.

If the search is sensitive, tick the confidential box. Your company is then kept out of candidate conversations until you approve otherwise.

What happens after you press Start a Search?

Your request goes to our team, and a person contacts you to calibrate the search. We agree the brief, the terms and how candidates will be introduced. Only then do we map the market and start outreach. You interview a short list of qualified people rather than reading a stack of resumes.

We do not promise a reply time or a hiring date on this page. Both depend on the role, the market and your process, and we would rather agree a realistic plan with you than print a number that does not fit your search.

Every search then follows six named steps, from Search Calibration through Candidate Intelligence and Process Support, described on our process page.

What should you have ready before the calibration call?

Have the essentials ready: the pay range you can approve, the shift pattern, who the person reports to, which systems they will run and the decisions they will make alone. A note on why the seat is open also helps. You do not need a polished brief, only honest answers to these questions.

The pay range is the question hiring managers most often leave open, and it is the one that most affects who will talk to us. Experienced data center people who are working today will ask about pay early. An approved range lets us answer honestly and avoids a promising candidate dropping out at offer stage.

Think about the interview process too. Who needs to meet the candidate, how many rounds you expect and who signs the offer all shape the plan. If several approvers are involved, it helps to know that before outreach starts rather than after a candidate is waiting.

Finally, consider what would make the role attractive to someone who is not looking. Better equipment, a stable rotation, a clear path to a senior role or a team that is respected on site are all reasons people move.

Should you attach a job description here?

You do not need one to start. If you have a written description, the job opening page lets you paste it publicly or attach a file after a private sign-in. If you only have a title and a rough idea, this form is the faster route. We can build the brief together on the call.

Many strong searches start with no written description at all. The calibration call often produces a clearer brief than an old posting copied from a previous hire.