Job description

About Blaze Talent Blaze Talent is an embedded recruiting firm built by operators. We’ve hired inside the kinds of companies our clients are trying to become. Now we partner with the teams building the physical layer of AI: GPU clouds, neoclouds, and compute platforms standing up data center capacity at a pace the industry hasn’t seen before. We don’t headhunt; we build hiring engines. Our clients bring us in because we deliver like insiders, not vendors. About the role We’re building our bench of contract recruiters who specialize in data center hiring. You’ll embed with clients and own full-cycle hiring across everything it takes to bring GPU capacity online and keep it running. That runs from the owner’s-rep PM managing the general contractor through commissioning, to the technicians racking and cabling GPU clusters, the network engineers running large Ethernet fabrics, and the specialists who keep thousands of parts tracked, swapped, and returned to vendors. The talent is out there, but not usually on LinkedIn with “open to work” on. You’ll partner directly with data center managers, construction leaders, and infrastructure engineering leads. You’ll run a tight process and carry both the client’s mandate and the Blaze Talent high-touch standard. What you’ll do Partner with infrastructure and operations leadership • Run intake with data center managers, construction and program leads, and network engineering leaders to scope roles, calibrate profiles, and tie hiring plans to build schedules and capacity go-live dates. • Advise on the realities: talent density by market, hourly vs. salaried comp, shift and on-call structures, travel expectations, and competition from hyperscalers, colos, and other GPU clouds hiring for the same people. Own full-cycle recruiting across four areas • Construction & delivery: construction PMs and owner’s reps, superintendents, commissioning leads (Levels 1–5), MEP and design engineers, scheduling/controls (P6), and EHS. • Data center operations: DC technicians covering install, rack and stack, cabling, break/fix, and GPU and liquid-cooled cluster bring-up, plus shift leads, site managers, and critical facilities techs. • Network operations: data center network engineers running large multi-vendor Ethernet fabrics (Arista, Juniper, Cisco, SONiC/whitebox) at 100G–800G, including on-call ops, automation, and optics. • Hardware lifecycle & logistics: RMA and inventory specialists, asset and DCIM management (NetBox, Device42, Nlyte), shipping and receiving, and vendor repair coordination. • Manage sourcing, outreach, technical screening, interview coordination, offers, and pre-start logistics such as background checks, drug screens, and site access. Build pipelines where the talent actually is • Source beyond LinkedIn Recruiter: colo and MSP operations teams, hyperscaler contractor pools, general contractor and EPC networks, military transition programs, technical and trade schools, job boards, and communities like 7x24 Exchange and AFCOM. • Map local talent for new site markets, often secondary or rural metros where the bench is thin and every operator in the region is hiring. • Handle both volume and specialized searches: a tech ramp of 20+ for a site opening alongside a one-off senior network or construction hire. Run a tight, transparent process • Own pipeline health, candidate experience, interview feedback loops, and stakeholder communication. • Keep ATS data clean and report clearly on funnel metrics, time-to-fill against site milestones, and offer acceptance. Raise the bar • Spot process gaps and fix them. Increase hiring speed without lowering quality, especially when capacity delivery depends on headcount. • Operate as a consultative partner who protects both the client’s goals and the Blaze Talent delivery standard. What you bring (required) • 3+ years of full-cycle recruiting, with meaningful time spent on data center operations, network/infrastructure, mission-critical construction, or technical field roles, in agency, RPO, or in-house. • Depth in at least one of our four areas, and the range to recruit across all of them. • Enough technical fluency to screen credibly. You can tell a hands-on DC tech from someone who has only watched dashboards, you know why SFP vs. QSFP and single-mode vs. multi-mode matter, and you can talk through commissioning levels, owner’s-side vs. GC-side PMs, and what “multi-vendor fabric experience” should mean on a resume. • Experience hiring for onsite, shift-based, and travel-heavy roles, including 24/7 coverage models, on-call rotations, hourly comp, and relocation. • Strong sourcing skills beyond LinkedIn: boolean, job boards, community and trade networks, and military and veteran pipelines. • Self-direction in fast-moving, high-urgency environments. • Excellent communication, organization, and relationship-building with candidates and hiring teams. • Remote-ready: your own equipment, reliable high-speed internet, and availability during US business hours. Nice to have • Experience recruiting for GPU clouds, neoclouds, hyperscalers, colocation providers, or general contractors building mission-critical facilities. • Exposure to GPU/HPC infrastructure, liquid cooling, or high-density AI cluster deployments. • Experience supporting high-volume site-opening ramps across multiple markets. • Familiarity with credentials that come up in screening: CompTIA, CCNA/JNCIA, CDCP, PMP, OSHA 30, and forklift/material-handling certifications. • Experience with Gem, Greenhouse, Ashby, or similar tools. Engagement & compensation This is a W2 contract role. You’ll be employed through Blaze Talent’s Employer of Record (EOR) partner, which serves as your legal employer for payroll, tax withholding, and administration while you’re embedded with a client. Engagements typically run 3–6 months, with potential to extend. Pay range: $60/hour+, depending on experience and engagement. Equal employment opportunity Blaze Talent is an equal opportunity employer and is committed to building a team that reflects a wide range of backgrounds, experiences, and perspectives. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, pregnancy, genetic information, veteran or military status, marital status, or any other characteristic protected by applicable federal, state, or local law. We provide reasonable accommodations to qualified individuals with disabilities throughout the application and employment process — if you need an accommodation, let us know.

Requirements

Must-haves

What you’ll do
Partner with infrastructure and operations leadership
Run intake with data center managers, construction and program leads, and network engineering leaders to scope roles, calibrate profiles, and tie hiring plans to build schedules and capacity go-live dates.
Advise on the realities: talent density by market, hourly vs. salaried comp, shift and on-call structures, travel expectations, and competition from hyperscalers, colos, and other GPU clouds hiring for the same people.
Own full-cycle recruiting across four areas
Construction & delivery: construction PMs and owner’s reps, superintendents, commissioning leads (Levels 1–5), MEP and design engineers, scheduling/controls (P6), and EHS.
Data center operations: DC technicians covering install, rack and stack, cabling, break/fix, and GPU and liquid-cooled cluster bring-up, plus shift leads, site managers, and critical facilities techs.
Network operations: data center network engineers running large multi-vendor Ethernet fabrics (Arista, Juniper, Cisco, SONiC/whitebox) at 100G–800G, including on-call ops, automation, and optics.
Hardware lifecycle & logistics: RMA and inventory specialists, asset and DCIM management (NetBox, Device42, Nlyte), shipping and receiving, and vendor repair coordination.
Manage sourcing, outreach, technical screening, interview coordination, offers, and pre-start logistics such as background checks, drug screens, and site access.
Build pipelines where the talent actually is
Map local talent for new site markets, often secondary or rural metros where the bench is thin and every operator in the region is hiring.
Handle both volume and specialized searches: a tech ramp of 20+ for a site opening alongside a one-off senior network or construction hire.
Run a tight, transparent process
Own pipeline health, candidate experience, interview feedback loops, and stakeholder communication.
Keep ATS data clean and report clearly on funnel metrics, time-to-fill against site milestones, and offer acceptance.
Raise the bar
Spot process gaps and fix them. Increase hiring speed without lowering quality, especially when capacity delivery depends on headcount.

Nice-to-haves

Experience recruiting for GPU clouds, neoclouds, hyperscalers, colocation providers, or general contractors building mission-critical facilities.
Exposure to GPU/HPC infrastructure, liquid cooling, or high-density AI cluster deployments.
Experience supporting high-volume site-opening ramps across multiple markets.
Familiarity with credentials that come up in screening: CompTIA, CCNA/JNCIA, CDCP, PMP, OSHA 30, and forklift/material-handling certifications.
Experience with Gem, Greenhouse, Ashby, or similar tools.
Engagement & compensation

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

aigo

Platform: gem
Effort: medium