NES Fircroft Shares Insights at BABC’s “Powering the Boom” Event

NES Fircroft was pleased to take part in the British American Business Council’s (BABC) recent Powering the Boom: AI, Data Centers and the Race to Deliver Low-Carbon Power event on the 8^th of April in Houston, Texas. Jointly hosted by BABC Texas and EY, the session brought together senior leaders from the energy, technology and finance sectors, including Microsoft, Rolls Royce and JP Morgan to discuss the surge in electricity demand driven by AI and large‑scale digital infrastructure. With data center growth placing new pressure on power systems, the panel explored how the industry can respond and what it takes to deliver low-carbon energy at the required pace, while also touching on the realities of grid capacity, permitting, capital deployment, and project execution.

Dave Shroder, Director of US Permanent Hire at NES Fircroft, joined the panel to share insights from our work supporting data centers, grid upgrades, nuclear projects and wider power generation. His contribution brought a workforce-focused perspective to the discussion, highlighting the labor constraints that influence the delivery of complex projects.

Here’s a recap…

During the discussion, Dave highlighted that the most pressing shortages are no longer concentrated in early-career roles, but in mid-level and senior positions. Project Managers, Project Directors, Electrical and Commissioning Engineers, Construction Managers, and SCADA specialists are hard to secure nationwide, especially for hyperscale and mission-critical work. He also stressed the growing strain on skilled trades, noting that electricians, welders, and other craft professionals are essential to every build, yet the available workforce isn’t keeping pace with demand. These roles offer strong long-term prospects, but the industry must work harder to make them more attractive as career choices for the next generation.

“What has definitely changed over the past 3–5 years is that demand has outpaced the industry’s ability to develop talent internally. Many of the non-trades roles require 10–15 years of experience, and there is no short-term mechanism to accelerate that pipeline.”

One of the strongest themes was the way labor availability dictates project timelines and cost profiles. Many delays stem from not having the right people in place at the right time, rather than from capital or permitting issues. Commissioning and energization phases are particularly vulnerable because they rely on small groups of highly specialized workers. Also, rising base salaries, travel premiums and a heavier reliance on contractors are now common features of project budgets. He cautioned that when companies compromise on experience to fill gaps, the consequences can be felt in safety, build quality, and operational risk once facilities go live.

With Texas being a focus of the conversation, the state was highlighted as an attractive market for data center and energy infrastructure development, supported by its established ecosystem and talent networks. However, Dave pointed out that the volume of concurrent projects in major metros such as Dallas and Austin is putting pressure on resources. While Texas still has advantages over many other regions due to its highly developed talent pool, long-term capacity will depend on attracting new people into the sector; otherwise, new project development is capped.

Competition for local workers is intense, with hyperscalers, EPCs, LNG operators, and other developers competing for the same workforce. What makes this challenging is that data centers often secure talent quickly due to their faster build cycles and strong capital backing, outcompeting traditional industries. However, LNG and nuclear projects offer greater stability, creating a push-pull dynamic.

“Ultimately, with skills being very transferable, this is no longer a sector-specific issue, but a macro-level supply imbalance, with effects felt across all major infrastructure projects and industries.”

What needs to change over the next decade

Looking ahead, it was emphasized that no single measure will resolve the workforce challenge. Instead, several shifts will be required to support sustainable delivery over the next decade:

• Long‑term workforce planning and investing earlier in future talent pipelines must replace reactive hiring.
• Training and education pathways, including apprenticeships and fast‑track programs, will be essential to bring new people into high‑skill, high‑value roles.
• Standardization and modular construction can reduce the need for large on‑site labour forces, easing pressure on local markets.
• Global mobility will play a role for highly specialized positions where domestic supply is limited.
• Addressing burnout, travel fatigue, and work‑life balance will be key to keeping experienced professionals in the industry.

Closing remarks to this insightful discussion was that the defining constraint for data center and energy infrastructure growth is no longer capital or demand; it is people. Organizations that treat talent as a strategic asset will be the ones best placed to deliver reliably in the years ahead.

To learn more about how NES Fircroft supports data center and energy infrastructure projects across North America, click here.