April Vaughn on the Worker Shortage Stalling Data Centers: “Local Employers Are Scrambling”

June 1, 2026

 

Thirty years in staffing. A decade at Snelling Corporate, finishing as National Director of Operations. Twenty years as a franchise owner across four locations in Texas and Oklahoma. April Vaughn has seen a lot of hiring cycles. She says the labor pressure building around data center construction is different, and the firms that figure that out early are the ones that will actually capitalize on the boom.

HireQuest: The conversation around data center construction tends to focus on power and water. What are people missing?

April Vaughn, Snelling and HireQuest Direct franchise owner: Everyone is talking about the power and water needs for data center sites, but before a site goes live there are huge amounts of trades labor needed. These sites are not only large, but they have huge financial backing. It isn't hard to pull the trades candidate pool to remote locations with high pay rates. This can leave local employers scrambling.

Note: That pull is real and documented. According to The Wall Street Journal, workers in skilled trades tied to data center construction are seeing pay increases of 25 to 30 percent, with some earning more than $200,000 a year. When a well-funded project lands in a region, it competes aggressively for the same electricians, welders, pipefitters, and HVAC techs that local contractors rely on year-round.

HQ: Is the skilled trades shortage the whole story, or is something else getting overlooked?

AV: Data center construction sites need a constant supply of general laborers, material handlers, helpers, and site support workers to keep operations moving. When that layer is understaffed, the whole project slows down.

Note: The numbers bear that out. The construction industry currently faces a shortage of roughly 349,000 workers. According to Associated Builders and Contractors, that figure is projected to climb to 456,000 by 2027.

HQ: What happens to firms that wait too long to address workforce gaps?

AV: Labor shortages don't just cause delays. They create cost overruns, missed deadlines, and reputational damage with clients that can affect future contract opportunities. A firm that earns a reputation for running behind will find it harder to win the next project no matter how strong the market is.

HQ: How should firms be approaching workforce planning differently?

AV: The best time to connect is before you actually need us. When a workforce gap appears, production ramps up, or priorities shift, having an established relationship with a trusted staffing partner allows you to move faster and with more confidence. Strong partnerships help businesses navigate uncertainty. Preparation and connection are a real advantage.

HQ: What does a smarter workforce model look like in practice?

AV: The answer is a “core plus flex” approach.

Your core crew, supervisors and reliable year-round workers, stays permanent because you always need them. Your flex layer, general laborers and site support workers from a specialized staffing partner, scales with demand. You bring them in when the work picks up and release them when it slows. You pay only for hours worked, with no benefits overhead or long-term payroll commitment.

Compliance is part of this too. A good staffing partner handles payroll taxes, I-9 verification, and workers' compensation coverage, so that burden doesn't land on your team during your busiest weeks of the year.

HQ: What should firms look for when choosing a staffing partner for construction work?

AV: The key word is specialized.

A generalist staffing agency doesn't always understand the physical demands, safety requirements, and PPE standards of field work. You need a partner whose workers show up ready, not one that needs to be educated on the basics of the job.

Being a locally grown recruiting resource is the difference. Our own personal networks are the most valuable recruiting tool we have. Grassroots recruiting is always your best option.