Asia Pacific is experiencing an unprecedented surge in data centre development, fuelled by rapid digital adoption, AI, and cloud computing. The region’s capacity already exceeds 10,500 MW and is projected to reach nearly 24,800 MW by 2028, growing at a 20% CAGR.

But with rapid expansion comes a critical challenge: talent. Let’s break down the key trends, the skills shortage, and how companies can stay ahead in the war for data centre talent.

The Forces Driving Data Centre Growth

1. Hyperscale Expansion & Rising Investments

Hyperscalers are flocking to APAC, especially emerging hubs like Malaysia, Indonesia, and Thailand, where government incentives and growing digital markets create prime opportunities. Meanwhile, mature hubs like Singapore continue to lead with robust infrastructure and highly skilled workforces.

2. Sustainability Takes Centre Stage

The green data centre market is set to grow from $31.25B in 2022 to $54.53B by 2028 (CAGR 9.72%). Operators are rapidly adopting renewable energy and advanced cooling tech to cut costs and meet sustainability goals, driven by giants like AWS, Google, and Microsoft.

3. AI & Edge Computing Acceleration

AI workloads could make up 15–20% of total workloads by 2028, while edge computing supports ultra-low-latency services like AR and telemedicine. These shifts are pushing operators to innovate faster than ever, heightening the need for cutting-edge technical expertise.

Strategic Recruitment Approaches for Sustainable Data Centre Growth

The boom has triggered a talent crunch, with the global industry needing 2.3 million workers by 2025 — and 50% of operators struggling to fill roles. In APAC, demand is outpacing supply, especially in newer markets.

As the data centre industry in Asia Pacific accelerates, securing a skilled and resilient workforce is becoming a defining factor for success. To navigate the growing talent shortage, companies must adopt forward-thinking recruitment and retention strategies that not only address immediate staffing needs but also build a sustainable talent pipeline for the future.

Here are 3 key strategies that can help organisations attract, develop, and retain top talent in this rapidly evolving sector:

1. Broaden Talent Search Beyond Borders

With skilled professionals in short supply, companies must expand their search beyond local markets to source talent regionally — or even globally. Leveraging international talent pools, alongside hybrid and remote work models, can help bridge the skills gap and inject fresh perspectives into operations.

• • • Global Mobility Programs: Facilitate smooth relocation processes and offer competitive relocation packages to attract global talent.
    • Cross-Border Collaboration: Build regional talent hubs and allow teams to collaborate virtually, reducing the need for physical relocation.
    • Diverse Talent Pipelines: Actively seek out diverse talent to bring varied skill sets and ideas into the organisation, enriching innovation and adaptability.

2. Build a Culture of Retention & Career Growth

Attracting talent is only half the battle — retaining it is equally critical. Employees who feel valued, challenged, and supported in their career development are more likely to stay long-term, reducing costly turnover and preserving institutional knowledge.

• • • Clear Career Progression Pathways: Offer well-defined career tracks with opportunities for advancement into leadership or specialist roles.
    • Workplace Flexibility & Well-Being: Provide flexible work arrangements, wellness programs, and mental health support to enhance work-life balance.
    • Recognition & Reward Systems: Implement performance-based incentives, public recognition programs, and tailored benefits to show appreciation for employee contributions.

3. Embrace Innovation in Recruitment

Modern recruitment demands modern solutions. Using data-driven hiring platforms, AI-powered screening tools, and virtual recruitment fairs can streamline the hiring process, helping companies identify and secure the right talent faster.

• • • Predictive Hiring Analytics: Leverage AI tools to assess candidate fit, predict future performance, and reduce bias in hiring decisions.
    • Employer Branding & Industry Presence: Actively promote company culture and values on social media and industry events to attract passive talent.
    • Referral Programs: Incentivise existing employees to refer qualified candidates, turning your workforce into a powerful recruitment channel.

By implementing these strategies, data centre operators can future-proof their talent pipelines, fostering a workforce that not only meets current demands but evolves alongside the industry.

In a sector where innovation drives growth, investing in people is just as crucial as investing in infrastructure. The companies that prioritise talent development and employee satisfaction will be the ones best positioned to lead Asia Pacific’s data centre expansion into the next decade.

The Road Ahead

The future of Asia Pacific’s data centre ecosystem hinges not just on infrastructure but on people. Companies that proactively address the skills gap, invest in their workforce, and adapt to evolving tech will be the ones that thrive.