Data Centre Recruitment in Asia: Opportunities, Challenges, and the Skills That Matter

Asia’s data centre industry is undergoing a period of explosive growth. Across the region, from hyperscale builds to co-location facilities, demand for new projects is accelerating — and with it, the need for highly skilled professionals. But as with any rapidly growing industry, finding and retaining the right talent has become one of the sector’s greatest challenges.

Speaking on the ShapeX Podcast, I shared my perspective on what employers and candidates need to know about the data centre hiring landscape in Asia. Here are some of the key themes shaping recruitment right now.

The Skills in Short Supply

When it comes to hiring, electrical and mechanical engineers remain at the top of every employer’s wish list. Those with data centre experience are especially prized, but companies are also open to candidates from other mission-critical industries such as healthcare, oil & gas, or aviation, where strict compliance and reliability are equally vital.

Project management skills are also in high demand, particularly for hyperscale builds and retrofits. Employers are looking for professionals who can manage contractors, drive schedules, and keep complex projects within budget.

On the commercial side, sales and business development roles are gaining importance. With so much competition for hyperscale and enterprise clients, organisations need professionals who can win new accounts and structure large, bespoke deals for co-location or build-to-suit capacity.

Other critical roles include facilities managers, ensuring cooling and power infrastructure meet SLAs, and IT specialists in cloud and network architecture. Increasingly, expertise in AI integration is also emerging as a differentiator.

Beyond Technical Skills

One trend I see consistently is the growing value of soft skills. Strong engineers don’t always have strong client-facing abilities, yet this is exactly what employers now want. The ability to communicate with customers, manage vendors effectively, and collaborate across departments has become just as important as technical expertise.

Employers are also looking for professionals who can see the bigger picture: people who understand how site acquisition, design, construction, and operations fit together, and can navigate that complexity with confidence.

The Hiring Challenges Employers Face

Despite the wealth of opportunities, employers in Asia’s data centre industry face some very real recruitment challenges:

• Talent shortages – demand far exceeds supply, particularly in emerging hubs like Thailand and Malaysia.
• Relocation hurdles – many projects are located outside capital cities, in areas like Johor (Malaysia) or Chonburi (Thailand), where candidates are less willing to relocate.
• Attrition and salary competition – candidates know their market worth, and high turnover is common if employers fall short on pay or workplace culture.
• Skills mismatch – many candidates have strong transferable skills but lack direct data centre experience, making the transition period difficult.
• Notice periods – lengthy contract obligations (sometimes up to six months) clash with employers’ urgent hiring needs.
• Employer branding – in such a competitive environment, companies with poor reputations or weak candidate experiences struggle to attract top talent.

In fact, a slow or unstructured interview process can cost a company the very talent it needs most. Candidates expect clarity, timely feedback, and a two-way conversation. When recruitment feels one-sided or disorganised, they quickly lose interest.

Advice for Aspiring Candidates

For those hoping to break into the data centre sector, the good news is that employers are open to candidates from adjacent industries. Success comes down to how well you highlight transferable skills such as project delivery, infrastructure design, or working in high-pressure environments.

Certifications in data centre operations, networking, or uptime standards can add weight to an application. So too can aggressive networking — attending industry events, joining webinars, and connecting with recruiters who specialise in digital infrastructure.

Flexibility is also key. Candidates willing to compromise on salary or role scope are often more likely to get their foot in the door, especially when transitioning from another industry. Above all, enthusiasm and curiosity go a long way. Employers want to see candidates who are eager to learn and adapt.

Bridging the Expectation Gap

One recurring issue in the hiring process is the gap between employer and candidate expectations. Candidates want flexibility, career growth, and competitive pay. Employers want reliability, on-site presence, and immediate impact.

Striking the right balance is essential. Flexibility around remote work, clear career progression pathways, and a commitment to employee wellbeing can all help employers stand out in a high-pressure industry. At the same time, candidates must be realistic about notice periods, workloads, and the steep learning curve of working in data centres.

Diversity and Inclusion on the Rise

While diversity in engineering roles remains low, progress is being made. More companies are introducing returnship programmes, campus outreach, and inclusive workplace policies such as flexible hours, parental support, and DEI training. These efforts are beginning to broaden the industry’s talent pool, making the sector stronger and more representative.

Building Asia’s Talent Pipeline

Finally, one of the most important trends is the rise of international mobility. To address shortages, employers are relocating talent from other regions, supporting repatriation of nationals with overseas experience, and providing relocation guidance to attract candidates. Building a sustainable pipeline of skilled professionals in Asia will require a mix of homegrown talent and international expertise.

Asia’s data centre market shows no signs of slowing down. For employers, the challenge is not only to hire quickly but also to provide the competitive salaries, career growth, and positive culture that top talent demands. For candidates, the key is to leverage transferable skills, pursue industry certifications, and build strong networks.

At First Point Group, we’ve seen that the most successful hires come from a partnership approach: where both sides are clear, flexible, and focused on long-term success. With the right strategies, Asia’s data centre industry can continue to thrive — powered by the people who keep the world’s digital infrastructure running.