Lessons from 2025: What Hiring Managers Can Learn from Ireland’s Data Centre Market
Quick Summary
- Mechanical and electrical talent remains in high demand across Dublin and Ireland.
- Proactive recruitment and skills-based hiring delivered the best results.
- Slow hiring processes and unclear offers caused companies to lose top candidates.
- Building talent pipelines and offering transparent, competitive packages will be essential in 2026
2025 has been another intense year for hiring in Ireland’s data centre sector. Skilled mechanical and electrical talent has been in extremely high demand, and local talent has struggled to keep pace with the rapid growth of hyperscale and enterprise data centres. Many operators faced project delays or had to bring in international contractors to meet deadlines, highlighting the ongoing challenges of a highly competitive market.
Global competition made reactive hiring riskier than ever. Companies that relied solely on traditional candidate pools often found themselves struggling to fill roles quickly, while those willing to broaden their approach—considering contractors, professionals moving from related industries, or junior talent with strong practical skills—were able to secure the right people faster and maintain project timelines. This year has reinforced an important lesson: waiting until a vacancy arises is no longer enough. Proactive engagement and strategic talent planning are essential.
What Worked in 2025
One of the standout strategies this year was the use of consultative recruitment partnerships. Data centre operators who engaged specialists early, communicated their requirements clearly, and involved recruiters as part of the planning process were able to fill critical roles more efficiently. These partnerships also helped hiring managers gain better visibility into market trends, realistic timelines, and what top candidates were looking for.
Skills-based hiring proved another winning approach. Candidates assessed on practical, hands-on experience and adaptability often outperformed those selected solely for formal qualifications. For example, one Dublin client hired a junior electrical technician with strong troubleshooting skills—within six months, this individual was outperforming colleagues who had more formal experience. It demonstrates that investing time to evaluate practical skills pays off in long-term performance.
From my conversations with candidates over the past year, a recurring theme has been the importance of transparency and clear communication. Many talented professionals reported walking away from opportunities simply because the role or compensation wasn’t clearly defined. Candidates are not just looking for a job; they want to understand growth opportunities, responsibilities, and company culture before making a decision.
What Didn’t Work
On the other hand, slow recruitment processes and vague or non-competitive offers were major barriers. Even highly skilled talent walked away when the hiring process dragged or packages were unclear. The 2025 Dublin market has shown that top talent moves fast. Hiring managers who fail to communicate clearly, make decisions quickly, or offer competitive terms risk losing out to other companies that are more agile and transparent.
Another challenge has been over-reliance on traditional candidate pools. Companies that focused only on local, experienced candidates often struggled to fill roles, whereas those who explored contractors, related industries, or junior talent had more success. In a market where demand outpaces supply, flexibility and creativity in sourcing talent are no longer optional—they are essential.
Case Study: Finding the Right Talent Under Pressure
Earlier this year, one of my clients in Dublin was facing delays on a key mechanical engineering project because they simply couldn’t find the specialist talent fast enough. When they reached out to me, we looked beyond the usual channels and tapped into both our contractor network and skilled professionals coming from related fields. Within weeks, we had the right people onsite — not just filling gaps, but adding real momentum and new ideas to the team. It was a great reminder that when you stay proactive and open-minded in recruitment, the results speak for themselves.
Lessons for 2026
Looking ahead, the key takeaway for hiring managers is simple: be proactive. Building talent pipelines early, nurturing ongoing relationships, and maintaining visibility on available talent will be critical. Waiting until a role is urgent increases risk and reduces options.
Another lesson is the importance of transparency. Clear communication about role responsibilities, career progression, and compensation makes a significant difference in attracting and retaining top talent. Candidates in 2026 will respond best to clarity, speed, and flexibility. Competitive, transparent packages—alongside flexibility in working arrangements—will be vital in making roles attractive and retaining performers long-term.
Finally, operators should continue prioritising skills-based assessments and practical experience. This approach ensures the team is equipped not only for today’s requirements but also for adapting to the rapidly evolving data centre environment. It allows hiring managers to identify candidates who can grow with the organisation, rather than those who meet only a narrow set of formal criteria.
Preparing for 2026
Our upcoming 2026 Data Centre Salary Guide will provide detailed insights into compensation trends, benchmark data, and hiring standards across Dublin and Ireland. Early access will give operators a head start in planning offers that align with the market and staying ahead of competitors. Stay tuned for alerts when the guide is released, and in the meantime, you can sign up for early access here: IT Salary Guide 2026.
At Gempool, we work closely with both candidates and clients to navigate these challenges. By combining deep market insight, consultative recruitment, and a proactive approach to talent engagement, we help operators secure the right mechanical and electrical professionals at the right time.
2025 has been a year of learning, adaptation, and testing new approaches. For hiring managers, the message is clear: focus on practical skills, streamline recruitment processes, communicate offers transparently, and engage talent proactively. Companies that adopt these strategies will enter 2026 ready to secure the skilled talent their teams need to succeed, keeping projects on track and operations running smoothly.
