The past decade has seen datacenter capacity grow to unprecedented levels, particularly in the last few years, due to the surge in internet usage and low-interest-rate financing for projects. The increasing use of artificial intelligence means that an almost unimaginable increase in internet growth is now predicted over the next five years and beyond. The largest internet companies are now engaged in an accelerating race to secure datacenter capacity in strategic geographies around the planet and are falling over themselves to be the winner in the game. Billions of dollars are being invested each week in growing the world’s digital infrastructure. The stakes have never been higher.

We all know that the cost of poor leadership is staggering for businesses, so the pressure is on for those firms, their boards and investors to find the best leaders they can to fill critical roles. It’s certainly not an easy task, especially when there could be a large pool of potential candidates to consider. Assessing talent is much more complicated than simply looking for a candidate that ticks all the typical boxes, and often the best people are overlooked because they don’t meet these narrow expectations.

Here’s how Portman Partners can help you attract, develop, and retain top talent, improve your workforce planning, and achieve your business goals.

“The way to get started is to quit talking and begin doing. ”



The partners at Portman Partners have over fifty years’ experience of working in the digital infrastructure sector – cloud, datacenters, hyperscale, edge, IoT, Al, and the digital economy that it supports. Throughout Europe, the Middle East, Africa, North and South America and right across the Asia-Pacific continent. Working in datacenter design, construction, electrical and mechanical engineering, equipment manufacturing, management software and facilities management. And, for the past ten years, helping leading firms in the sector to find and recruit top talent. Portman offers market, competitor, and candidate intelligence. And can advise on potential locations, taking account of power and land availability, political uncertainty, challenging environments, unreliable utilities and network reliability. Scoping of the project, timing, and top-level organisation needs to be addressed.

“Life isn’t about finding yourself. Life is about creating yourself.”



Having established the where and when, the who and how needs to be addressed. An organisation chart, draft Job Descriptions, salary benchmarks and more detailed timelines will need to be drawn up for inclusion in the business plan.

“Common sense is not so common.”



Following the Planning phase above, should you chose to work with an external search firm to help find the best candidates that you can, (and obviously we’d recommend that approach!) then you should view the firm as a project partner, temporarily extending your own team and working together in full transparency and collaboration to work towards a common goal.

Portman Partners use the GC Index to help create organisational synergy at the top table. Candidates capabilites and natural proclivities are assessed.


Individual    Team    Organisation

Experience is something you don’t get until just after you need it.”



Clients may, of course, chose to take any elements of the Talent Advisory, Planning and Delivery (TAPD) Service outlined above, separately, although there are a number of benefits in adopting a holistic approach as shown below.

Talent APD Benefits

  • One-Stop Shop
  • Time (no neeed to deal with multiple agencies or in-house teams)
  • Access to market, competitor and candidate intelligence
  • DC expertise
  • Compliance
    • Right to work
    • Status
    • CV checking
    • Due diligence

Great things in business are never done by one person. They’re done by a team of people.