Every Data Center on the US buildout schedule needs the same discipline to sign off before it can energise, and there are currently more open roles than there are people to fill them. Spencer Ogden’s market analysts have identified a hiring bottleneck forming around mechanical, electrical and plumbing functions, with more open postings than any role we have profiled in this series. What makes this quarter different is that the market has not started paying up. This report names the role, maps it state by state, and shows you what the operators still hitting their dates are doing instead.
THE SHORTAGE NOBODY IS PAYING FOR YET.
This quarter’s bottleneck role: MEP ENGINEERS
79
Scarcity Score / 100
0.57
Available candidates per active ad
2.6
%
Advertised salary vs matched benchmark
WHAT'S IN THIS ISSUE.
Eight sections, one bottleneck. Jump to any part of the report.
MEP IS THE WIDEST ROLE WE HAVE PROFILED, AND THAT WIDTH IS WHY IT BREAKS PROGRAMMES.
Before the data, the definition. Mechanical, electrical and plumbing covers two very different populations that clients routinely treat as one, and should not.
WHAT THEY ACTUALLY DO
MEP covers the mechanical, electrical and plumbing systems that turn a shell into a working Data Center. Cooling distribution, power distribution and switchgear, generators and UPS, water and drainage, fire suppression, and the building management systems that tie them together.
Our market data shows the discipline splitting in two. On the build side sit MEP managers, superintendents, coordinators and estimators. On the operate side sit critical facilities and building engineers. The operate side accounts for 32% of active postings, the build side for a further 34%. Discipline engineering is only 14%.
WHERE THEY SIT IN YOUR PROJECT TIMELINE
Earlier than most clients plan for, and later than most clients expect. MEP coordination starts at design development, because the routing of containment, pipework and ductwork through a compressed plant room determines whether the structural design works at all.
What our consultants stress is that MEP does not have a defined exit. It runs through construction, integrated testing and commissioning, and the operate-side team picks it up on day one of live load and holds it for the life of the asset.
03
WHY SCARCITY HERE IS PROJECT-DEFINING
Commissioning is a serial process and MEP owns most of it. Integrated systems testing cannot begin until mechanical, electrical and controls are all complete and coordinated, so an MEP gap does not delay one workstream, it delays the gate every other workstream has to pass through. A missing superintendent shows up as a clash discovered during installation rather than during coordination, and rework in a live plant room is measured in weeks.
04
WHY THE OPERATE SIDE FAILS QUIETLY
A site running short of critical facilities engineers does not miss a date. It runs thinner shift cover, defers planned maintenance, and carries more single points of human failure than the SLA assumes. That is invisible until the day it is not, and it is a conversation our consultants have had with too many operators after the fact.
”The brief we get is rarely find us an MEP engineer. It is integrated testing starts in nine weeks and nobody owns the sequencing between the three trades. By that point the clashes are already built into the plant room, and we are recruiting against a date that has quietly moved. The programmes that hold their dates call us while the design is still being coordinated, not when the requisition gets signed
Tom NevillAssociate Director, Digital Infrastructure and Sustainability
DEMAND HAS TRIPLED PAST SUPPLY WITHOUT THE WAGE RESPONSE YOU WOULD EXPECT.
Spencer Ogden has been tracking the US Data Center recruitment market in real time across all stages of the build cycle. Our analysts have identified MEP Engineers as the role with the widest gap between open postings and available people that we have recorded in this series.
The Scarcity Score of 79 places MEP at the top of the High Scarcity band, one point below the Critical threshold. We identified 1,539 candidates against 2,718 active postings, which is 0.57 available people for every open role.
And yet advertised salaries sit only 2.6% above the national benchmark for the same mix of roles. That is the finding. Employers are competing on process speed, brand and package structure rather than on headline rate, which means this market currently rewards whoever moves fastest rather than whoever pays most. It also means there is stored pressure here. When the wage response arrives, and our read is that it arrives within two to three quarters, it will arrive quickly.
79 / 100
US Spencer Ogden Scarcity Score for MEP Engineers. At the top of the High Scarcity band, driven by 0.57 available candidates for every active posting, the tightest demand-to-supply position we have recorded in this series.
Source: Spencer Ogden US Bottleneck Index, Q3 2026
HOW WE CALCULATE THIS
The Scarcity Score is a 0-100 composite score blending six market signals. We weight each signal by how reliably it predicts hiring difficulty. The weights are unchanged from the Q2 edition so the two issues stay comparable. The full breakdown:
HOW WE CALCULATE THE SCARCITY SCOREA 0-100 composite blending six market signals. Each is weighted by how reliably it predicts hiring difficulty.
DEMAND-TO-SUPPLY RATIO
Active job ads against identified candidates, adjusted for the fact that most candidates are not actively looking.
SALARY PREMIUM
How far advertised salaries sit above the relevant national benchmark. A premium is the market paying up to compete.
POSTING VELOCITY
How many new ads appear each month. Sustained volume signals structural shortage, not a one-off spike.
MEDIAN TENURE
How long the average candidate has been in their current role. Longer tenure means harder to move.
CROSS-STATE PULL
What share of the candidate pool already works for an employer based outside their state of residence. High mobility means talent flows to the highest bidder.
HIRER CONCENTRATION
How many distinct companies are competing for the role. Many hirers means broad-based shortage.
Bands: Critical 80+, High 60-79, Moderate 40-59, Low 20-39, Oversupply below 20.
THE SALARY SIGNAL IN DETAIL
MEP has no dedicated occupational code in the US Bureau of Labor Statistics classification, and that is not a technicality. A quarter of the postings in our dataset are management roles and another quarter are building operations roles, so benchmarking the whole population against a single mid-career mechanical engineer wage would have manufactured a premium of 25% out of nothing more than seniority.
We have built the benchmark instead as a weighted composite of eleven occupational codes, weighted by the actual mix of roles being advertised. Measured properly, the premium is 2.6%. From where our consultants sit, that is the most useful number in this report: the constraint on MEP hiring is availability and speed, not budget.
130
k
+2.6%
Average advertised annual salary
127
k
BENCHMARK
Weighted MEP benchmark (BLS OEWS May 2025)
566
+2.6%
Average contractor day rate
552
BENCHMARK
US comparable day rate (benchmark)
Premium calculated against a weighted composite of US BLS OEWS May 2025 national medians across eleven occupational codes, weighted by the mix of roles advertised. Annual salary figures use advertised midpoints from active US job postings. Day rate figures are calculated on a 230-day annualised basis.
”A market cannot run at 0.57 candidates per opening and 226 new postings a month on a 2.6% premium indefinitely. Right now the pressure is being absorbed by roles staying open rather than by rates moving. One in five MEP postings has been live for more than 90 days. That is not a stable position, and the operators who fix their process before the rates move are the ones who will still be hiring in twelve months
David MillsDirector, North America Contract Division
THE SHORTAGE IS GENUINELY NATIONAL. THERE IS NO COMFORTABLE MARKET TO RECRUIT FROM.
Thirty-five of the thirty-seven states with enough data to rank confidently sit at High Scarcity or above. That is a wider spread than anything we have published before.
Michigan tops the table on the strength of a shallow local candidate pool against accelerating industrial and Data Center demand, with Indiana and California joining it above the Critical threshold. What matters more than the top of the table is how flat the table is.
Texas carries the largest absolute market in our dataset by a wide margin, 449 active postings against 195 identified candidates, and still scores 79 because the underlying candidate base is deeper than in the smaller states. Virginia sits alongside it at 79 with 178 postings. In Q2 we could point clients towards candidate-rich states and build a relocation strategy around them. For MEP that option is much thinner.
US MEP ENGINEERS SCARCITY SCORE BY STATE - Q3 2026
Spencer Ogden Scarcity Score (0-100)
Spencer Ogden US Bottleneck Index, Q3 2026
Map 1 of 3: Scarcity Score by state, US MEP Engineers, Q3 2026.
TOP STATES BY SCARCITY SCORE
Ranked by Spencer Ogden Scarcity Score. Higher score means harder to hire. Only states with High confidence, meaning 20 or more combined candidates and active postings, appear in this ranking. Full state-by-state data available on request.
| STATE | SCARCITY SCORE | WHAT IT MEANS |
| Michigan | 82 | Critical. Thin local pool against rising industrial and Data Center demand. |
| New Mexico | 81 | Critical. Small market, almost no resident supply, federal and lab demand. |
| Indiana | 80 | Critical. 53 postings against 13 identified candidates. |
| California | 80 | Critical. Largest candidate base in the dataset and still short. |
| Virginia | 79 | High. Northern Virginia absorbing talent from every other state. |
| Texas | 79 | High. 449 postings, the largest single market we track. DFW is the epicentre. |
| Ohio | 77 | High. Columbus and New Albany buildout outrunning regional supply. |
| North Carolina | 76 | High. Charlotte and the Triangle tightening quarter on quarter. |
SEE YOUR FULL MARKET IN CONTEXT
Spencer Ogden’s Americas Infrastructure desk holds full state-by-state data and current pipeline visibility. Tell us where your project sits and we will show you what we are seeing in your specific market.
”Two years ago the first question on every brief was what an MEP manager costs. Now it is how long it takes, and whether we can have someone on site before testing starts. In Texas and Virginia the candidates we approach are usually sitting in two other processes already, so the client who can reach a decision inside a week is the client who hires. Price has stopped being the thing that separates offers
Georgia NixonDirector, North America Perm Recruitment
SALARY GEOGRAPHY DOES NOT FOLLOW SCARCITY THIS QUARTER
This is the clearest break from the bottleneck pattern we identified in Q2 for Liquid Cooling, where salary premium mapped closely onto the Scarcity Score. For MEP it does not. Minnesota carries the highest average advertised salary in the dataset at $138,712 while sitting mid-table on scarcity. Illinois is one of the tightest large markets and advertises at $107,523, below the national benchmark. California, Ohio, Virginia and Texas all cluster within $6,000 of one another despite very different supply positions.
Where scarcity is running well ahead of the salary premium, which is most of the country this quarter, expect employers to start paying up. Illinois and Indiana are the two markets our team would watch most closely for a correction.
MEP ENGINEER SALARY PREMIUM BY STATE - Q3 2026
Advertised salary midpoint vs weighted MEP benchmark (US BLS OEWS, May 2025)
Spencer Ogden US Bottleneck Index, Q3 2026
Map 2 of 3: Advertised salary premium vs weighted MEP benchmark, by state, Q3 2026.
NEARLY HALF THIS WORKFORCE ALREADY WORKS FOR AN EMPLOYER IN ANOTHER STATE.
The high-demand states are not solving this inside their own borders. They are pulling candidates across state lines, and the flow patterns tell you where the talent is being drawn from and where it is going.
48.1% of identified MEP candidates work for an employer whose primary base is in another state. Part of that reflects the structure of the market rather than individual mobility, because the largest employers of operate-side MEP staff are national facilities management businesses. ABM Industries, Lincoln Property Company and BGIS run distributed workforces by design. But the build-side movement is real, and it is directional.
Northern Virginia is the single strongest pull in our dataset. The largest individual flow we measure is California into Virginia at 44 people, with Texas into Virginia close behind at 30. Texas is simultaneously the second largest importer, drawing 18 from Georgia and 18 from North Carolina. Georgia is now a net exporter, sending 72.7% of its identified candidates to employers based elsewhere, mostly Texas.
US MEP Engineers - Net Candidate Flow Between States
Q3 2026. Arrows show net-exporter → net-importer movement)
Spencer Ogden US Bottleneck Index, Q3 2026
Map 3 of 3: Net candidate flow between states, Q3 2026. Arrows show major movement patterns from net-exporter to net-importer states.
What this means in practice is that the traditional relocation play is weaker than it was last quarter. In Q2 we could name four candidate-rich states that were not in acute competition and build a package around drawing from them. For MEP, Colorado is the only sizeable market where identified candidates roughly match active postings, and it is already supplying Virginia, Texas and Oregon.
If your programme sits in a High or Critical state, you are not competing with the operators in your own market. From the conversations our consultants are having every week, you are competing with every main contractor in the country for the same relocating superintendent, and against national FM providers who can offer that candidate a move without changing employer.
MEP GAPS DO NOT ANNOUNCE THEMSELVES AT THE POINT OF HIRING.
They surface at integrated testing, at handover, and on the first hot day after the tenant goes live. From what we see across our client base, these numbers translate directly into costs against your project’s commercial case.
THE COST IS ON THE CRITICAL PATH
Integrated systems testing cannot start until mechanical, electrical and controls are complete and coordinated. An unfilled MEP superintendent role does not slow one trade, it moves the commissioning date. On a programme carrying a billion dollars of capital, a quarter of deferred energisation is a quarter of debt service against no revenue.
THE COST IS REWORK, NOT DELAY
Missing MEP coordination capacity does not stop work, it lets work proceed uncoordinated. Clashes that should have been resolved on a model get discovered by an installer in a plant room, and the fix is physical. It touches structure, containment, fire strategy and access at once, when the programme has the least float left.
THE COST IS OPERATIONAL RISK
A site short of critical facilities engineers holds its uptime numbers for a while by covering gaps with overtime and deferring planned maintenance. What it is actually doing is accumulating risk against an SLA priced on full shift cover. Availability commitments assume a staffed site.
1 in 5
Active US MEP postings has been open for more than 90 days. 15.5% have been open for more than six months.
Source: Spencer Ogden US Bottleneck Index, Q3 2026
GET THE COST PICTURE FOR YOUR SPECIFIC PROJECT
Our consultants can model the carrying cost of an unfilled MEP role against your specific programme size, financing structure and commissioning dates.
THREE APPROACHES THE OPERATORS STILL HITTING THEIR DATES ARE USING.
A common trend our team has identified is that the operators and contractors still hitting their dates are not finding more MEP engineers in the same places. They have widened where they look, split the build and operate pipelines, and stopped competing on rate in a market where rate is not the differentiator.
01
RECRUIT BUILD-SIDE MEP LEADERSHIP FROM OUTSIDE THE DATA CENTER SECTOR
The most active MEP hirers in our Q3 dataset are not operators. They are main contractors across a variety of infrastructure sectors. Those businesses have already worked out that an MEP superintendent who has sequenced three trades on a pharmaceutical fit-out or a semiconductor fab can do the same job on a Data Center. The coordination discipline transfers. What our consultants find is that the Data Center specifics can be taught in a quarter.
WHAT THE APPROACH LOOKS LIKE
- Target pharmaceutical, semiconductor, hospital and cleanroom construction, where MEP density per square foot is comparable or higher and tolerance standards are stricter.
- Screen on coordination and commissioning experience rather than on sector keywords. A candidate who has run integrated testing on a validated pharmaceutical facility is a stronger hire than one who has held an MEP title on a shell-and-core office build.
- Budget one quarter of sector onboarding into the programme plan rather than expecting a ready-made Data Center CV.
WHY IT WORKS
It is the only approach that meaningfully expands the pool. Our Q3 data shows 0.57 Data Center MEP candidates per active posting. Opening the search to adjacent high-density MEP construction multiplies the addressable pool several times over, and because the wage premium in Data Center MEP is currently only 2.6%, the move is affordable to those candidates without an unusual package.
CASE STUDY: PHARMACEUTICAL TO HYPERSCALE TRANSITION
Overview. A US main contractor delivering a hyperscale campus in central Ohio needed two MEP superintendents in place fourteen weeks before integrated systems testing. They had already run a six-month search inside the Data Center market and shortlisted nobody.
Approach. Our consultants widened the search into pharmaceutical and semiconductor construction, screening on integrated testing and clash resolution experience rather than on Data Center sector background. We presented a shortlist of six, four of whom had never worked on a Data Center but had all run coordination on facilities with comparable MEP density, and agreed a four-week structured onboarding with the client commissioning manager.
Impact. Both roles were filled thirty-one days from brief. Integrated testing started on the original programme date.
The coordination discipline transfers. The Data Center specifics can be taught in a quarter.
02
BUILD THE OPERATE-SIDE PIPELINE BEFORE THE BUILDING IS FINISHED
Critical facilities and building engineer roles account for 32% of active MEP postings, and they are the ones most often left to the last minute because they are not on the construction critical path. They are on the revenue critical path instead. The largest employers of this population in our data are ABM Industries, Equinix, and Vantage Data Centers. That is where the experienced people are, and they are not all planning to stay.
WHAT THE APPROACH LOOKS LIKE
- Start the operate-side search at practical completion minus six months, not at handover, so the team is available for witnessed testing and inherits the site knowledge.
- Recruit from commercial and healthcare facilities management, where stationary engineer and building engineer skills are directly transferable and the pool is an order of magnitude larger than the Data Center pool alone.
- Build a licensing and progression path into the offer. This population moves for career structure more reliably than for base salary, which matters when the market premium is under 3%.
WHY IT WORKS
Median tenure across this population is 2.8 years, so a meaningful share of the market is approachable in any given quarter. And because these candidates are already employed by national FM providers who can move them internally, the operators who win are the ones offering something an internal transfer cannot: site ownership, a named progression route, and a fixed location.
CASE STUDY: DALLAS-FORT WORTH OPERATE-SIDE TEAM
Overview. A colocation operator bringing a new site online in the Dallas-Fort Worth metro needed a full critical facilities team, one chief engineer and five shift engineers, in place for witnessed testing. DFW is the densest MEP posting market in our dataset, and every Data Center-experienced engineer they approached was already in another process.
Approach. Spencer Ogden started the search at practical completion minus seven months and sourced from commercial and healthcare facilities management across Texas and Oklahoma instead of competing for the small local pool. Offers were built around a named progression route from shift engineer to lead, plus employer-funded licensing, rather than around base salary.
Impact. All six roles were filled before witnessed testing began. Five of the six were still in post eighteen months later.
This population moves for career structure more reliably than for base salary.
03
COMPETE ON PROCESS SPEED, BECAUSE YOU CANNOT COMPETE ON RATE
In a market with a 25% wage premium, money is the lever. In a market with a 2.6% premium, it is not. The operators landing MEP hires this quarter are winning on the mechanics of their process: how quickly they get to a first conversation, how few stages they run, and whether the offer is costed before the first interview rather than after the third.
WHAT THE APPROACH LOOKS LIKE
- Brief the Americas Infrastructure desk when the programme is funded, not when the requisition is approved. One in five MEP roles in this market stays open past 90 days, and almost all of those started late.
- Compress to two interview stages with the decision-maker present at the first. Candidates in this market are typically in two or three processes at once and will take the offer that lands first.
- Have the package signed off internally before the search opens, including relocation treatment, so an offer can be issued the same week a candidate clears interview.
WHY IT WORKS
Posting velocity is 226 new advertisements a month. Every week of internal approval is a week in which the shortlist is being worked by someone else. When the differentiator is not rate, it is time, and time is the one variable entirely within your control.
CASE STUDY: NORTHERN VIRGINIA PROCESS REBUILD
Overview. A design-build contractor recruiting an MEP project manager in Northern Virginia had lost two preferred candidates to competing offers in the previous quarter. Both were lost at the same point, midway through a three-stage interview process.
Approach. We rebuilt the process to two stages with the delivery director present at the first conversation, agreed the package and relocation position internally before the search opened, and contacted the mapped shortlist within forty-eight hours of the requisition being approved, using a pipeline built during the funding stage.
Impact. The offer was accepted twelve days after the first conversation, against a previous average of nine weeks for the same role type. The candidate held two other live processes at the time.
When the differentiator is not rate, it is time.
”Nearly half the MEP workforce we track already works for an employer based outside their home state, and the flows point one way. California and Texas into Northern Virginia is the strongest movement in our data. What has changed from last quarter is that there is no comfortable candidate-rich state left to draw from, so the operators who win are the ones who split their build and operate pipelines and run both properly
Tom NevillAssociate Director, Digital Infrastructure and Sustainability
START THE CONVERSATION NOW
If your programme reaches integrated testing in 2026 or 2027, the cost of waiting until the vacancy opens compounds every quarter. A 30-minute brief with our Americas desk costs you nothing.
SPENCER OGDEN'S READ ON WHERE THIS MARKET IS HEADING NEXT QUARTER.
So you can act before the picture changes.
OUR FORECAST
We expect the wage response to begin in Q4. A market cannot run at 0.57 candidates per opening and 226 new postings a month on a 2.6% premium indefinitely. The pressure is currently being absorbed by roles staying open rather than by rates moving, and from everything our team sees, that is not a stable position.
The markets we would expect to correct first are the ones where scarcity and salary are furthest out of line: Illinois, which is advertising below the national benchmark in one of the tightest large markets in the country, and Indiana, where 53 postings are chasing 13 identified candidates. Michigan, Indiana and California will stay Critical. Ohio, Virginia and Texas are the three markets we expect to cross into Critical next, all three within a point or two of the threshold already.
WHO IS DRIVING THE DEMAND RIGHT NOW
The most active hirers this quarter are contractors and recruitment intermediaries rather than operators, which tells you where MEP demand actually enters the market. One pattern our team has noticed is that the hyperscalers are buying MEP capability through their main contractors, which means their real demand is much larger than their direct ad volume suggests.
| HIRER | ACTIVE ADS | SECTOR |
| Jobot | 179 | Recruitment intermediary |
| Turner Construction | 157 | Main contractor |
| Lincoln Property Company | 107 | Property and facilities management |
| Gray | 82 | Design-build contractor |
| Holder Construction | 77 | Main contractor |
| Stantec | 70 | Engineering consultancy |
Two things are worth drawing out of that table. First, the volume of demand arriving via recruitment intermediaries and design-build contractors means a large share of MEP roles never appear under an operator brand, which is why in-house talent teams consistently underestimate the competition. Second, Stantec postings average 270 days live. When an engineering consultancy of that scale cannot close a requisition in nine months, the shortage is not a sourcing problem.
THE CANDIDATE PROFILE
Median current tenure is 2.8 years and average tenure is 5.4 years, a spread that tells you this is two populations rather than one. The build-side population moves project to project and is approachable at short notice. The operate-side population, particularly the chief and lead building engineers, sits considerably longer and needs a structural reason to move rather than a financial one.
What we tell clients is that a single MEP recruitment approach will underperform on one half of the requirement. Build-side hiring rewards speed. Operate-side hiring rewards a defined career path and a credible site story. Running both through the same process, at the same pace, with the same pitch, is the most common mistake we see.
WHO ELSE YOU’RE COMPETING WITH
The largest employers of MEP talent in our dataset are national facilities management providers and colocation operators: ABM Industries, Equinix, Vantage Data Centers, Lincoln Property Company and DataBank. The most active hirers are main contractors. And underneath both sits the entire non-Data Center MEP construction economy, bidding for the same superintendents to build hospitals, fabs and pharmaceutical plants.
That is the honest competitive picture. Data Center MEP is not a specialist pool with a premium attached. It is a mainstream construction and facilities discipline in which Data Center work currently pays roughly the national rate. Until that changes, the sector has to win on everything other than money.
IF MEP SITS ON YOUR CRITICAL PATH, FIX YOUR PROCESS SPEED, NOT YOUR RATE CARD.
Not when the vacancy opens.
ACTIVE ACROSS EVERY STATE IN THIS REPORT
Spencer Ogden’s Americas Infrastructure desk is actively sourcing MEP engineers, managers, superintendents and critical facilities staff across every state named in this report. We hold networks in the tightest build markets, Texas, Virginia, Ohio, Arizona and Georgia, and in the adjacent high-density MEP construction sectors that most Data Center operators are not yet searching.
What we offer is not faster advertising. In a market where one in five roles stays open past 90 days, more advertising is the problem.
TALK TO OUR AMERICAS INFRASTRUCTURE DESK
If you have a Data Center programme reaching integrated testing in 2026 or 2027, or a site coming into operation, tell us the dates and the scope. We will tell you what we are seeing in that market, where the transferable talent sits, and what your process needs to look like to land it.
WHAT WE CAN DO FOR YOUR PROGRAMME:
- Map the MEP talent landscape for your specific build location and programme dates, before you open a requisition.
- Source build-side leadership from pharmaceutical, semiconductor, healthcare and cleanroom construction, screening on coordination and commissioning experience rather than sector keywords.
- Build the operate-side pipeline from commercial and healthcare facilities management ahead of practical completion, so the team is in place for witnessed testing.
- Benchmark your package against live advertised market and live candidate expectations, including our view on where rates are heading over the next two quarters.
- Support contract, permanent and hybrid engagement models across build and operate phases.
YOUR US MEP LEAD CONSULTANTS
Georgia Nixon, Director, North America Perm Recruitment
georgia.nixon@spencer-ogden.com
Georgia is currently the Head of the North Americas Perm business; she has been in search for 15 years and with Spencer Ogden for 12 years. Georgia has covered Financial Services, O&G, Renewables, Infrastructure and IT. Georgia was responsible for founding the New York Private Equity market and has been operating in that space for the last decade.
Tom Nevill, Associate Director, Digital Infrastructure
tom.nevill@spencer-ogden.com
Tom is a hands on leader, focusing on driving growth in Digital Infrastructure (Data Center Construction) and Sustainability markets. Bringing in new customers, account managing our large existing relationships, and developing a world class recruitment team below him.
SETTING THE PACE SINCE 2010.
Spencer Ogden are global recruitment experts in critical infrastructure, natural resources, and sustainability. We work with our clients to create careers to power a sustainable future, and we have placed leading talent into the world’s most important energy and infrastructure projects since our founding.
The Bottleneck Report is published quarterly by Spencer Ogden’s Americas Infrastructure practice. Each issue identifies the single role causing the most Data Center project delays, using live recruitment market data, and shows you what is working for the operators staying on schedule.
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