The survey captures responses from data center professionals in around 100 different job roles, including hyperscalers, operators, contractors, and consultants.
As organizations rush to expand capacity for AI workloads, cloud migration, and edge computing deployments, the workforce supporting these systems is showing signs of strain.
Key Findings
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Retention paradox: One-third of professionals who received pay increases still plan to leave their current roles within 12 months.
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Gender pay disparity: Women earn less than men at every seniority level, with gaps ranging from 5-22% depending on region and role level.
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Accelerated career progression: 20% of professionals with under five years of experience already hold senior positions.
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Regional salary premiums: US professionals earn $57,000 more annually than their European counterparts ($181,000 vs $124,000).
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Satisfaction gap: While most believe data center compensation exceeds other industries, only 20% report satisfaction with their total package.
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High mobility: 40% of all respondents plan to change employers within the next year. Another 28% have already moved in the past 12 months.
“What really stood out wasn’t so much a surprise as a disappointment,” Andy Davis, director at DataX Connect, told DCN. “The sheer number of people who told us they are actively considering a move, 40% of people.”
Davis added: “This shows that while pay and packages have improved, they aren’t enough on their own to keep people engaged.”
Compensation Fails to Address Core Retention Issues
The data indicates a misalignment between employer retention strategies and employee motivations. Despite salary increases for 66% of European professionals and 59% of US professionals in the past year, retention rates remain problematic.
Average permanent salaries show significant regional variation. The US leads at nearly $181,000 annually per employee. Europe averages around €117,000 ($124,000), while the UK specifically averages £103,000 ($129,000). This represents a $57,000 annual premium for US-based professionals compared to their European counterparts.
US state variations in data center salaries are substantial. North Carolina leads at $207,000 while Georgia trails at $151,000. Major markets include California at $184,000, Texas at $183,000, and Arizona at $182,000.
“The disconnect is that base pay isn’t enough and that benefits really matter to people,” Davis said. “Working in the data center industry is extremely demanding, long hours and high-pressure projects mean professionals are looking for more than salary, they want benefits, flexibility, and visible investment in their development.”
Skills Gap Accelerates Junior-to-Senior Progression
The data center industry’s skills shortage is driving rapid career advancement. This has led to a “missing middle” in experience levels, with 34.6% of European professionals under 35 already holding senior positions.
This trend of accelerated progression highlights both opportunities and risks. While it showcases the industry’s potential for ambitious individuals, it also raises concerns about knowledge transfer and project quality as individuals are promoted without sufficient mid-level experience.
“We are seeing the effects of the silver tsunami – experienced professionals are reaching retirement just as industry demand is accelerating,” Davis explained. “More people are moving into senior roles earlier, but without the years of mid-level experience behind them.”
Davis added that some organizations are giving people more senior titles to help with job retention. However, those promotions often do not come with the on-the-job development to match.
Larger organizations have the capabilities and resources to run in-house training academies or consultancies that deliberately upskill people quickly, but for smaller companies, the gap is harder to fill.
“The reality is that the industry doesn’t have enough people at any level to meet demand, from trades through to directors,” he said. “Unless we accelerate skill development and invest in structured career progression, we’ll reach a point where some projects simply can’t be delivered.”
Industry Outlook: Beyond Compensation Strategies
The survey data indicates that retention strategies focused solely on compensation are insufficient for tackling the talent challenges in the data center sector. Organizations must devise approaches that address career development, work-life balance, and skills enhancement to retain critical personnel.
“Pay rises are always welcome, but our data shows they don’t guarantee loyalty,” Davis noted. “The most successful companies in our network are the ones that create clear career pathways and continually invest in people’s skills. People will stay if they are continually developed and invested in.”
