In this episode of the Critical Careers podcast, Joyce Wady is joined by Claire Jones from Equinix, Kalay Moodley from Kao Data, and Theodora Savage from Virtus Data Centres for a conversation on the data centre talent pipeline, and what the industry must do to attract, develop and retain the people it will need for the future.
With the sector facing rapid growth, a long-standing skills shortage and a workforce where many experienced professionals have been in the industry for decades, the discussion moves beyond the familiar headlines to explore practical solutions.
Theodora challenges the industry to look internally as well as externally, focusing on how companies can develop existing talent and create clearer pathways for future leaders. Claire reflects on why talent teams need a more deliberate approach to building young talent, attracting people from adjacent industries, and raising awareness of data centres as a career option.
Kalay shares how Kao Data has intentionally recruited from adjacent sectors like power, utilities and renewables to bring in the skills and perspectives the industry needs. She also highlights the importance of storytelling, showing young people that their passions, from Formula One to football, are enabled by the digital infrastructure behind the scenes.
Together, the conversation explores transferable skills, early careers, apprenticeships, internal development, parent and community awareness, and why the industry needs to collaborate more closely to build a sustainable and diverse talent pipeline.
“We need to actually use the opportunity that we have right now to build an internal infrastructure, to make sure that we’re retaining talent.” - Theodora Savage
“I think as an industry, we have to raise awareness of data centres as a career option, rather than doing it in the silos of our own companies.” - Claire Jones
“Talent does exist. It just wears a different badge or a different uniform at the moment.” - Kalay Moodley
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Key Takeaways
- The data centre industry faces a significant talent challenge, with continued growth creating pressure to attract, develop and retain skilled people.
- Theodora Savage argues that the industry needs stronger development pathways for the people already in the sector.
- Many entry-level roles still require several years of experience, creating a gap between the people the industry wants to attract and the roles available today.
- Hiring from other data centre companies is not sustainable on its own. The sector needs people from adjacent industries with transferable skills.
- Storytelling is essential to making the industry more attractive. Data centres sit behind everyday experiences such as Formula One, football tournaments, streaming and digital services, but many people do not realise that connection.
- Awareness remains a major barrier. Young people, parents and career influencers often do not know what data centres are or what opportunities exist within the sector.
- The industry can learn from sectors such as rail, aviation, healthcare and utilities, where structured training, apprenticeships and clear career pathways are better established.
- Apprenticeships and early careers routes can provide stepping stones into the sector, allowing people to earn while they learn.
- The industry needs a clearer, collective view of progression, so someone entering as a technician can understand how they might grow into future leadership roles.
- Collaboration is essential, particularly around early careers, school engagement, awareness campaigns and internal development programmes.
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To learn more about Critical Careers, or to get involved with the Critical Careers community, head to the Critical Careers website or search “Critical Careers”.
Thank you to our founding partner, Kao Data, and our season sponsors: CBRE, AVK, JLL, Eversheds Sutherland, and Mace Construct.
