- Client: One of the world’s largest e-commerce companies
- Locations: Mumbai and Hyderabad
- Project duration: 6 months
- Total project target: 200 resources
- Prism HRC contribution: 80+ hires
- Recruitment model: Multi-vendor hiring project
Project overview
A global e-commerce leader was scaling up its data center workforce across Mumbai and Hyderabad, with a target of 200 hires to staff a large data center program. Several recruitment vendors were brought in to work the requirement, each contributing a share of the overall effort.
Prism HRC came on board for this six-month project and delivered more than 80 resources spanning technical, engineering, commissioning, quality, safety and facilities functions. The brief demanded genuinely broad coverage, with candidates needed across electrical infrastructure, mechanical and HVAC systems, construction, building controls, testing and commissioning, and site operations.
What the project demonstrates is our ability to make a real dent in a large, multi-location recruitment program. Working inside a shared vendor model, we built candidate pipelines for specialist roles and delivered 80 hires toward the client’s 200-person target.
The hiring requirement
Data centers run on coordinated teams, the building, the power, the cooling, the controls, the safety, and the ongoing work of keeping a facility ready. This project needed hiring across every one of those interconnected functions, in both Mumbai and Hyderabad.
The scope took in experienced engineers and supervisors alongside technicians and site-based professionals. Candidates needed relevant domain knowledge for their particular role, and for many positions, practical experience in critical environments, infrastructure projects or facilities operations was essential.
The role families included:
- Electrical engineering, supervision and technician roles
- Mechanical engineering and HVAC
- Testing and commissioning
- Civil engineering and site execution
- Building Management Systems (BMS) and controls
- Quality assurance and quality control
- Health, safety and environment
- Facilities and operations support
That mix made this far more involved than a single-discipline assignment. Our recruitment team had to understand genuinely different technical profiles, separate candidates with merely transferable experience from those with directly relevant backgrounds, and keep hiring moving across two cities at once.
The challenge
Hiring across two locations
The client needed people in both Mumbai and Hyderabad, and candidate availability, commute preferences, notice periods and willingness to work at project sites all varied between them. Location fit had to sit alongside technical suitability rather than behind it.
Multiple specialist disciplines
The project reached across electrical, mechanical, civil, commissioning, controls, quality, safety and facilities roles, each with its own requirements. An electrical technician needs a completely different screening conversation from a commissioning engineer or a BMS specialist.
Broad sourcing on its own wouldn’t cut it. Recruiters had to genuinely understand the profiles they were hiring and judge candidates against the right discipline and level.
A shared vendor environment
With several vendors contributing to the 200-person target, each partner had to work against the client’s role requirements and hiring process while pushing toward the larger project goal. Our contribution was measured purely by the hires we delivered ourselves, and those 80+ represented a substantial share of the total requirement.
A six-month delivery period
This wasn’t a sprint. Recruitment activity had to keep running across the full six months as requirements were worked through and candidates moved along the process. Sustaining that kind of delivery means keeping active pipelines alive across every role and both locations.
Prism HRC’s recruitment approach
We supported the project through focused sourcing and recruitment across the required functions, working candidates for both Mumbai and Hyderabad and keeping our activity aligned to the client’s role requirements and selection process.
1. Organising the requirement by function
We split the hiring scope into role families so sourcing and screening could be tailored to each discipline. That made it far easier to focus on what genuinely mattered for electrical, mechanical, civil, commissioning, BMS, QA/QC, HSE and facilities roles.
For specialist positions, recruiters could dig into a candidate’s work history and their exposure to relevant systems, project environments or facility functions. For supervisory roles, screening could also weigh experience coordinating teams or site activities where the role called for it.
2. Sourcing for both Mumbai and Hyderabad
We worked both locations deliberately, factoring in the location attached to each requirement and whether a candidate could and would actually work there. That meant addressing the client’s needs in each city properly, rather than treating the target as one location-neutral pool.
3. Screening for role relevance
Every candidate was screened against the specific role requirements before being put forward. Depending on the position, that might mean prior data center or critical-facility exposure, infrastructure or construction project experience, technical specialisation, level of responsibility, or location preference.
This kept the focus on candidates whose experience genuinely fit the position, rather than leaning on job titles or general engineering backgrounds.
4. Supporting the hiring process over six months
We kept recruitment activity running throughout, supporting hiring across multiple functions and working toward the project’s requirements as a partner inside the broader multi-vendor arrangement.
Role-wise hiring contribution
|
Function |
Example roles |
Proposed hires |
|
Electrical |
Electrical Engineers, Electrical Supervisors, Electrical Technicians |
22 |
|
Mechanical and HVAC |
Mechanical Engineers, HVAC Engineers, HVAC Technicians |
16 |
|
Testing and commissioning |
Testing & Commissioning Engineers, Commissioning Technicians |
12 |
|
Civil and construction |
Civil Engineers, Site Engineers, Civil Supervisors |
9 |
|
BMS and controls |
BMS Engineers, Controls Technicians, BMS Operators |
7 |
|
QA/QC |
QA/QC Engineers and Inspectors |
6 |
|
HSE |
HSE Officers and Safety Engineers |
5 |
|
Facilities and operations support |
Facilities Engineers and Technicians |
3 |
|
Total |
80 |
Electrical: 22 hires. Electrical roles made up the largest proposed share of the contribution, which makes sense given that data center electrical teams support the infrastructure distributing and managing power across the whole facility. The proposed category spans electrical engineers, supervisors and technicians, covering different levels of technical and site responsibility.
Mechanical and HVAC: 16 hires. These professionals look after the systems managing temperature and airflow, which in a data center is anything but secondary. The proposed group covers mechanical and HVAC engineers alongside technicians, with experience ranging across installation, maintenance, site execution or facilities work depending on the position.
Testing and commissioning: 12 hires. Commissioning roles verify that systems and equipment actually work as intended during project delivery and readiness activities. The proposed group includes engineers and technicians handling testing, checks, documentation and commissioning tasks within their discipline.
Civil and construction: 9 hires. Civil and construction people support site execution and the building work itself. The proposed group covers civil engineers, site engineers and civil supervisors, with roles that may involve coordinating or monitoring site work and keeping delivery on track against project requirements.
BMS and controls: 7 hires. BMS and controls professionals handle building monitoring and control systems. The proposed group includes engineers, technicians and operators, whose work might involve controls, monitoring, system coordination or operational support depending on the role.
QA/QC: 6 hires. Quality professionals keep quality processes intact across site and project activities. The proposed group covers engineers and inspectors, with responsibilities that vary by project but typically include inspections, records, checks and following up on quality requirements.
HSE: 5 hires. HSE professionals look after health, safety and environmental practice on project sites. The proposed group includes officers and safety engineers responsible for helping teams follow site safety processes and the applicable project procedures.
Facilities and operations support: 3 hires. These professionals contribute to facility readiness and day-to-day operational support. The proposed group covers facilities engineers and technicians supporting operational requirements, subject to how the client defines the roles.
Results
Across the six-month project, Prism HRC hired more than 80 resources for the client’s data center requirements in Mumbai and Hyderabad. Measured against the overall target of 200, those 80 hires represent a proposed contribution of roughly 40% of the total.
Crucially, the recruitment spanned several functions rather than clustering in one technical category. The role mix covered engineering, site delivery, commissioning, controls, quality, safety and facilities support.
In summary:
- 80+ hires delivered by Prism HRC
- Six-month project duration
- Mumbai and Hyderabad locations
- 200-resource overall project target
- Multiple vendors engaged on the wider requirement
- Hiring across eight proposed role families
Project impact
Our contribution helped the client move toward its data center workforce target across two major Indian cities. Delivering 80+ hires inside a multi-vendor project meant supporting the staffing effort across a genuinely wide range of technical and site functions.
The project also shows just how much coordination large-scale data center hiring demands. Electrical, mechanical, civil, commissioning, BMS, QA/QC, HSE and facilities teams each own a different piece of project delivery or site operations. Hiring across all of them, in two cities, over an extended period, requires recruiters who understand where the roles differ and can keep working toward a shared requirement month after month.
For Prism HRC, the engagement is solid evidence of what we can do on high-volume data center recruitment, covering both technical and project-related profiles. The outcome speaks for itself: more than 80 resources hired toward a 200-person target in six months.
