Medium Voltage Electricians for Hyperscale Campus Builds
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A phased campus means medium voltage termination work returns in every building, and the crew you build for building one has to carry through energization and turnover.
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
- Medium Voltage Electrician
- MV Electrician
- High Voltage Electrician
- MV Termination Technician
What does this hire really come down to?
Medium voltage work on a campus repeats, but it never becomes routine. Each building has its own feeders, splices, and test sequence, and a failure after energization is expensive and slow to repair. The goal is a small, stable crew that learns your standard once and applies it in every phase.
A single failed splice can set a building back by a long stretch, so the crew's habits matter more than its size. The people who do this work are few, and they are often booked by other projects. Plan the crew well before the first termination is needed, and decide which people are leads, which are splicers, and which support testing. A lead who stays across phases is worth more than extra hands. Ask what happens to the schedule if a termination fails its test, since that changes how many people are needed on short notice.
Energization is the high-risk window. Cable testing, relay checks, and live switching happen close together, and the crew must work with the testing team and the owner's safety rules. Ask each candidate what part they played in past energizations and what they would change. Manufacturer training dates matter more on a long campus. Kits change, and a technician trained several years ago may not know the current method. Plan refresher sessions before each phase and keep a record of who was trained on which product.
What do we check before you see anyone?
Ask what they terminated and what manufacturer training they completed. Ask whether they worked more than one building on a campus and what changed between them. Ask how they supported very low frequency or withstand testing and what they did after a failed test.
- Voltage class and cable type: ask what they terminated and what manufacturer training they completed.
- Phase continuity: ask whether they worked more than one building on a campus and what changed between them.
- Test support: ask how they supported very low frequency or withstand testing and what they did after a failed test.
- Energization role: ask what they did during live switching and what safety rules applied.
- Work records: ask what they logged for each termination.
- Lead capability: ask how they trained others on the kit.
- Kit familiarity: ask which product families they have used and how current their training is.
- Documentation: ask what termination records they kept and how they were handed to the owner.
- Weather and site conditions: ask how they protected cable ends from rain and dust and when they stopped work.
Where do we find these candidates?
Medium voltage people come from large electrical contractors with industrial work, utility cable crews, manufacturers' field teams, and plants with their own distribution. The community is small, and referrals matter. They move when a long project ends, when pay does not reflect training, or when a campus offers steady work.
- Medium voltage people come from large electrical contractors with industrial work, utility cable crews, manufacturers' field teams, and plants with their own distribution. The community is small, and referrals matter.
- They move when a long project ends, when pay does not reflect training, or when a campus offers steady work. Some want to stay in one region for a year or more. Ask what length of assignment would make them accept.
- Utility cable crews are a useful source. They are used to outdoor weather, strict procedures, and steady work, and many are willing to move to a campus with a clear schedule.
Which hiring mistakes should you avoid?
- Rebuilding the crew for each phase and relearning the standard. Training records should travel with the crew, not stay with the first phase.
- Treating energization as the end of the work rather than the riskiest part.
- Relying on one splicer for all buildings without a backup.
Your search in 3 steps
- Lay out the phases
Share building count, voltage, and the energization plan. We plan the crew to match.
- Pick the lead
We find a lead who can stay across phases and train others. We also ask what lead experience they have with new splicers.
- Plan a backup
We help you identify a second qualified person so one absence does not stop a phase.
Explore the relevant desks
Not ready to start a search?
We tell you where qualified Medium Voltage Electrician are working in your area and what it takes to move them. No fee, no obligation.
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Questions
How do I keep a medium voltage crew across buildings?
Offer a clear schedule and a stable lead. Candidates stay when they know what comes next.
Should I use the same crew for testing support?
Termination crews can support testing, but an independent tester should own the results. That keeps a failed test from being explained away by the people who made the splice.
What is a good backup plan for a single splicer?
Train or hire a second person early and have them shadow the first. Decide this before the first phase begins.
How do I check manufacturer training for my cable?
Ask for the program name and date, and what they were authorized to do afterward. Manufacturers differ on who may terminate their cable, so match the training to your product.
What should be written about travel for a long campus job?
State the daily rate, the lodging allowance and how many home trips the crew gets. Long assignments need clear terms so electricians can plan their time away.
How do I handle refresher training between phases?
Schedule it before each phase and record attendance. Candidates ask because training is also a sign of how seriously the owner takes the work.
Start your search
How a search runs
How does The Six-Step Search work?
Every search runs the same six steps. We agree the brief with you, map where the people work, find direct contact routes, reach out personally and repeatedly, then qualify each candidate live. You only see a short list of people who fit, with notes on each, and we stay with you through offer and start.
- 01
Search Calibration
You get: A written brief you sign off on: scope, must-haves, pay band and who not to approach.
- 02
Market Mapping
You get: A map of the companies and projects where your future hire is working today.
- 03
Professional Contact Intelligence
You get: Verified direct contact routes to the people on that map, not job board replies.
- 04
Persistent Personalized Outreach
You get: Repeated, role-specific outreach to people who are not looking, in your words.
- 05
Live Candidate Qualification
You get: Each candidate is screened live against your brief before you hear their name.
- 06
Candidate Intelligence and Process Support
You get: A short list with candidate briefs, then support through interviews, offer and start.
What 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?
It depends on the role, the location and the market. We agree a realistic timeline with you during Search Calibration and keep you updated as the search runs.
How do you handle counteroffers?
We talk through motivation, pay and counteroffer risk with each candidate during live qualification and again before an offer, so you hear about the risk before it surprises you.
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.