We're a startup US-based recruiting firm for mission critical work, and we recruit for roles across the build, from site selection through Level 5 commissioning. We find people by picking up the phone and then going out to meet them. The ones we send you pass the technical screen and are still there at handover.
If someone we place leaves in the first three months, we refund your fee and find the replacement for free.
A lot of data center recruiting gets run out of offshore call centers where recruiters have a daily quota of resumes to send. They're selling volume, and it works fine for them, because when a hire falls apart it's your schedule that slips and your liquidated damages clause that gets tested, not theirs.
When someone's measured on how many resumes they send, a bad fit still counts toward the number. So they keep coming, and you keep reading them.
If the only reason someone took the job was the number, they'll leave when the next recruiter calls with a bigger one. You've already paid the fee, you've lost the ramp-up, and now you're hiring again in the middle of the build.
Badging, clearances, non-competes, and how much travel someone will actually accept tend to come up after the offer goes out, which is exactly when you have no time to start over.
Early delivery is where the money is on these jobs, and you can't deliver early if the people who know the building keep walking out. So we take on some of that risk with you. If someone we placed leaves within three months, you get your fee back and we start the replacement search for free.
You get the money back, not a credit toward some future search you haven't agreed to.
We start over right away and eat the cost of doing it. You shouldn't have to pay twice to fill one seat.
We hire technicians and we hire the people who run programs, and everyone gets screened the same way.
No offshore call center. We're in your time zone, and we sit down with finalists before we send them to you.
These overlap in real life, which is why the bars run into each other. Click one to see who we hire for it.
We run it the same way whether it's a commissioning tech or a program director.
We want time with whoever owns the schedule, not just HR. What does this person actually have to get done in their first 90 days?
Radar tells us which firms are shedding people. Then Jack or Nicholas calls them. No script, no queue.
Someone who understands sequences of operation and integrated systems testing does the screening. Then we go meet the finalists in person.
We keep checking in while they ramp up. If they leave inside three months, you get your fee back and the replacement is on us.
We identify them systematically using data. The One Big Beautiful Bill Act, signed July 4, 2025, ended the residential 25D credit for anything installed from January 1, 2026, and gave wind and solar projects until July 4, 2026 to start construction if they wanted the 48E and 45Y credits. Renewable EPC firms had staffed up for a completely different schedule. Those crews are available now, and the work they were doing is a lot closer to a data hall than most hiring managers realize.
None of this is a talent problem, it's a policy cycle. The superintendent who ran a 200 MW solar build didn't get worse at his job in July. We go looking wherever a schedule just broke, which is usually months before those people turn up on a job board.
We built a tool (Human Capital Radar) to identify talent that has been lost to cyclical sector slowdowns, like renewables, and then we reach out to them. It watches bankruptcy dockets on PACER and state WARN notices, flags the renewable EPC and installer filings, and sorts the affected workforce into the MEP phases our clients hire for.
Each one opens straight into that employer's staff list, and we start calling from there, usually within 48 hours of the filing.
We only publish company-level public records here. We don't list candidates by name, and we don't tell anyone that a particular person is looking.
Send us the roles and the dates. Jack or Nicholas will get back to you inside a business day with a plan and a straight answer about how hard that skill set is to find right now.
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