Field Service & OEM Equipment recruiters
Your critical power and cooling gear needs people who can start it up, test it, and fix it in the field, and the choice between your own staff and an equipment maker's is often the real question.
This is what we do all day: recruit data center professionals.
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
- Field Service Engineer, UPS
- Field Service Engineer, Switchgear & Electrical Distribution
- Generator Field Service Technician
- Field Service Technician, Cooling (Chillers, CRAH/CRAC)
- Liquid Cooling Field Service Engineer (CDU)
- Battery Technician (VRLA / Li-ion)
- Service Manager / Branch Service Manager
- OEM Project Manager / Startup Project Manager
- Technical Sales Engineer, Critical Power & Cooling
- Factory Test Engineer (Prefab / Modular)
- Startup Engineer (OEM)
- Applications Engineer, Power / Thermal
- Service Sales Manager, Critical Power
- Production Manager, Prefab Power Modules / eHouses
What does this hire really come down to?
Field service in this family is equipment by equipment. A UPS person, a switchgear tester, a generator technician, and a chiller technician share a habit of working carefully on live-critical gear, but their skills do not transfer cleanly. Hire for the machine you own, not for the family label.
The first sequencing question is who owns service after commissioning. Many sites rely on the manufacturer's service team under contract. Others hire their own people to cut response time and keep knowledge. Contracts are simpler but you depend on someone else's schedule. Staff give you control but need training, tools, and a path for advancement.
Management roles in the family, such as service managers and startup project managers, are different again. They run people and contracts more than they turn wrenches. Do not promote your best technician into one without asking whether they want the paperwork. Parts and tooling are easy to forget in this family. A technician with the right training still cannot finish a job without the right test equipment and spare modules. Decide who buys and stores them before the hire starts, or the first month will go to chasing parts.
What do we check before you see anyone?
Ask which machines and sizes they serviced alone, and which they only assisted on. Ask what courses they completed and what they were authorized to do afterward. Ask what tests they ran at startup and what they did when a result was borderline.
- Equipment match: ask which machines and sizes they serviced alone, and which they only assisted on.
- Manufacturer training: ask what courses they completed and what they were authorized to do afterward.
- Startup and testing: ask what tests they ran at startup and what they did when a result was borderline.
- Reporting habits: ask what their service report contains and who read it.
- Parts and tooling: ask what they carried on a truck and how they handled parts that were not available.
- Customer handling: ask for a time they delivered bad news about equipment and how it went.
- Safety around stored energy: ask how they handle batteries, capacitors, and live bus work, and what they refuse to do alone.
How we help you hire
- 01
Tell us who you need
Tell us about the role, experience, location and pay. We talk through what matters to you.
- 02
We find and speak with candidates
We approach suitable people directly, including people who are not applying to job ads.
- 03
You meet the strongest matches
We explain their background, interest in the job and our view. You decide who to interview.
- 04
We help you complete the hire
We help with feedback, the offer and start arrangements, and stay in touch as you make your decision.
Where do we find these candidates?
Field service people come from manufacturers' service branches, independent service firms, electrical testing companies, military technical trades, and plant maintenance teams. Manufacturer trained people know one product line deeply. Independents have seen more variety and have often learned to improvise.
- Field service people come from manufacturers' service branches, independent service firms, electrical testing companies, military technical trades, and plant maintenance teams. Manufacturer trained people know one product line deeply. Independents have seen more variety and have often learned to improvise.
- They move when travel wears them out, when pay does not follow certification, or when a branch is merged. Some want to join an owner's team for a single site and steady hours. Ask what they would give up to stay home and whether your site can offer enough in return.
- Military technical trades are a quieter source. People who maintained power and cooling systems on bases know procedure and often want civilian work with predictable hours.
Which hiring mistakes should you avoid?
Do not hire a generalist for a machine that needs manufacturer training and then pay for the learning. Do not promote the best technician into service management without testing patience for contracts. Do not decide between in-house and manufacturer service on price alone, without counting response and knowledge.
- Hiring a generalist for a machine that needs manufacturer training and then paying for the learning.
- Promoting the best technician into service management without testing patience for contracts.
- Deciding between in-house and manufacturer service on price alone, without counting response and knowledge.
Questions we settle before outreach
- List the equipment lines the territory covers lines the territory covers
Give us makes, sizes, and ages for each machine. We search by the equipment, not by title.
- Choose the service model
Tell us whether you want staff, a contract, or a mix. We adjust the profile of the person to match.
- Plan the training path
We help you decide what manufacturer courses a new hire should complete, since some candidates choose roles by training opportunity.
Every title we cover
Not ready to start a search?
We tell you where qualified Field Service & OEM Equipment are working in your area and what it takes to move them. No fee, no obligation.
Paste or upload your JD. We flag what will put strong candidates off. No fee, no obligation.
Open roles
Questions
When is an in-house technician better than a manufacturer contract?
When you have enough machines to keep one person busy and need faster response. A small fleet is usually better served by contract.
Does a UPS technician need battery training as well?
Often, since batteries are the common failure point. Ask what battery types and test methods they have used.
How do I decide whether to hire a service manager first?
If you already have several technicians and no one to schedule them, yes. If you have one or two, a lead technician is usually enough.
What should I decide about travel for field service roles?
Decide whether the region is local or wide, then set lodging, mileage and on-call rules. Field staff compare these terms carefully because they affect their week more than the title does.
How do I judge a technician's manufacturer training?
Ask what they were authorized to work on afterward and what they did with it. A certificate without field time says little.
Should I train a strong plant electrician into a UPS role?
It can work, with manufacturer courses and time beside a senior technician. Plan a year of supervised work before expecting independent calls.
Start your search
How long did your last search take? How much did the empty seat cost while you waited?
An open data center seat holds up commissioning dates, stretches the people covering it and adds cost every week it stays empty. Put your own numbers into the cost-of-vacancy calculator, then compare that figure with a contingency search where you pay only if you hire.
Work out your cost of vacancyWhat should you know before you send a role?
What does it cost to hire through Data Center Headhunters?
No upfront fee. You pay only if you hire. Fee terms are set out in the signed recruiting agreement.
How long until I see a short list?
We discuss timing once we know the role and location. We keep you updated rather than promising a date before the search starts.
How do you handle counteroffers?
We talk about why the person wants to move and whether they might stay. If that changes, we let you know.
Is there a guarantee?
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 don't you do?
We do not post your job on boards, send stacks of unscreened resumes or charge an upfront fee. We do not approach candidates for your search before the brief is agreed with you.
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.