How Reliant Critical Infrastructure helped Schneider Electric’s Mission Critical Services Group build and scale a specialized field workforce as talent needs and market conditions evolved.
CLIENT
Schneider Electric
SOLUTION
Temp-to-Perm Staffing
TALENT SUPPORTED
MEP Technical Coordinators + Site Supervisors
PARTNERSHIP
2020 – Present
THE CHALLENGE
Keeping Complex Data Center Projects Moving as Demand Grew
As Schneider Electric’s mission-critical business expanded, so did the complexity of supporting equipment installation across large data center projects.
Schneider needed knowledgeable people on-site who could help ensure locations were ready for equipment, coordinate across owners, contractors and Schneider teams, and identify issues before they turned into unnecessary service calls, equipment delays or other project disruptions.
At the same time, the partnership began during the uncertainty of 2020 and a global hiring freeze. Schneider needed a way to add the field expertise required to support these projects without immediately building a larger permanent workforce.
The need wasn’t simply more people. Schneider needed the right expertise, in the right places, with the flexibility to adapt as projects changed.
THE RCI SOLUTION
Scaling Field Support with a Flexible, Market-Informed Talent Strategy
RCI recruited MEP professionals, site supervisors and other mission-critical talent who could support Schneider across changing project locations and schedules.
Rather than treating each opening as a standalone requisition, RCI developed an increasingly informed recruiting approach around Schneider’s environment, project needs and changing labor-market conditions.
Build a Flexible Field Workforce
RCI recruited MEP professionals, site supervisors and other mission-critical talent who could support Schneider across changing project locations and schedules.
The temp-to-perm model gave Schneider the flexibility to scale field support as demand changed while creating a pathway to permanent employment when the fit was right.
Take the Recruiting Burden Off Operational Leaders
RCI worked closely with Schneider to define role requirements, understand technical and travel expectations, screen candidates and manage the recruiting process.
Instead of sending high volumes of resumes, the team focused on presenting a smaller group of candidates aligned to what Schneider actually needed.
Adapt the Strategy as the Market Changed
RCI continually monitored recruiting outcomes and brought Schneider labor-market feedback on compensation, candidate availability and experience requirements.
When the existing profile became harder to recruit against, RCI used that insight to recommend adjustments rather than simply continuing to source against the same criteria.
THE STRATEGIC SHIFT
When the Talent Market Changed, RCI Changed the Strategy
As demand for experienced data center professionals increased, RCI began seeing signs that Schneider’s existing candidate profile was limiting the available talent pool.
Instead of simply increasing recruiting volume, RCI used what it was seeing in the market to recommend a different approach.
The Challenge
Candidates with direct data center experience were scarce and highly competitive. Schneider was successfully interviewing and extending offers, but competition for this talent made it increasingly difficult to secure candidates in a fast-moving market.
RCI's Recommendation
RCI recommended putting greater emphasis on mission-critical and complex-construction experience rather than requiring direct data center experience for every candidate.
With direct data center talent increasingly difficult to find, RCI identified mission-critical and complex-construction professionals as a broader talent pool that Schneider could develop through its training infrastructure.
The Resulting Approach
Schneider broadened its candidate profile and considered professionals with strong mission-critical backgrounds who could develop Schneider- specific data center knowledge through training, mentorship and on-the-job experience.
The temp-to-perm model also gave Schneider a structured way to evaluate fit before making a permanent hiring decision.
“What stands out about RCI is that they take the time to understand what we actually need. They bring us market insight, help us refine the profile and aren’t afraid to tell us when the recruiting strategy needs to change. That perspective has made them a true partner in how we think about building the team.”
Brian Lants, Director, Schneider Electric
THE RESULTS
Growing the Workforce Through a More Focused Talent Strategy
In 2026 alone, RCI supported Schneider across a high-volume, highly specialized recruiting environment.
A Broader Path to Mission-Critical Talent
As market conditions changed, RCI and Schneider continued refining the candidate profile and recruiting strategy.
By broadening the search beyond direct data center experience to include professionals with strong mission-critical and complex-construction backgrounds, RCI could access a larger, more realistic talent pool while continuing to screen for the technical foundation and experience required for Schneider’s environment.
From RCI Candidate to Schneider Electric Leader
Some professionals originally recruited by RCI as temporary contractors have since converted to full-time Schneider Electric employees.
Some have continued progressing within Schneider Electric, taking on leadership roles and, in some cases, now working with RCI to recruit talent for their own teams.
That’s more than a successful placement. It’s a talent pipeline that continues creating long-term value within Schneider Electric.
Building a Mission-Critical Workforce of Your Own?
Reliant Critical Infrastructure helps data center and critical infrastructure organizations recruit the specialized technical professionals required to keep complex projects moving.