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Mission Critical Recruiting Across the Data Center Ecosystem

From Silicon to Site to Solution

Every Search Filled.  Every Time. No Compromises.

The Recruiting Problem We Solve

The challenge isn’t finding people — it’s getting the right people to listen, and making sure they’re the right fit once they do.

That’s where we come in. We know the Data Center ecosystem, how to reach top performers, and how to close them. We stay engaged until the right hire is in place.

Our Focus: The Right Work, The Right Talent

We place leaders across the full Data Center ecosystem — the people who build, power, and transform the modern data economy.

Sectors We Serve

  • Hyperscalers & Colocation Providers

  • AI & Cloud Solution Providers

  • Data Center Infrastructure (Power, Cooling, Construction)

  • Consulting, Engineering & Advisory Firms

  • Semiconductor & Computer Infrastructure Companies

Roles We Place

  • Sales & Revenue Leaders

  • Operations & Supply Chain

  • Division, GM & Go-To-Market Leaders

  • Engineering, Design & Deployment

  • Strategic Program Leaders (AI, Customer Solutions)

  • Key Managers focused on growth, change, or efficiency

From silicon to site to solution, this is the Data Center Value Chain. At every stage, talent gaps are widening — and that’s where Olympia delivers.

Modern Recruiting That Gets You — and the People You Need to Reach

Top talent doesn’t just want a new job — they want clarity, honesty, and a reason to care.  

Six Ways We Change the Game

COMPETITOR LANDSCAPE

We continuously map the right companies and sectors so we’re targeting where the best talent exists for the role.

NO FAILURE

We stay in the search until both sides are genuinely excited — no shortcuts, no settling,  no walking away.

SPEED

We take on only a few searches at a time to ensure great matches happen faster without cutting corners.

ASSESS FOR LEADERS

We assess for those who inspire, decide, and deliver. Our process identifies leaders who can grow teams and elevate the business.

AUTHENTIC

We lead with honesty and straight talk. We believe candidness, integrity and transparency builds strong partnerships.

TOP TALENT MESSAGING

We craft messaging that captures high performer’s attention and compels the right people to engage.

Challenges We Face — and How We Solve Them

The Recruiting Challenge

Recruiting Challenges

  • Harder to reach top talent
  • Top candidates expect more
  • What’s at stake if nothing changes

A Smarter Way to Attract Leaders

Microsite Solution

  • Tailored for one role, not templated
  • Direct messaging from the leader
  • Context and goals made clear
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Case Studies – Actual Searches

Real stories. Real outcomes. Told from both sides of the table.

BD Executive - Data Centers (limited pool)

Backdrop

Our client was expanding deeper into data center construction and needed a sales leader who could scale that part of the business.

Problem

There was uncertainty around the ideal profile — should the candidate come from building construction, enterprise sales, or a hybrid of both?

Approach

We began by targeting sales professionals in building construction. When the pipeline fell short of expectations, we expanded to adjacent sectors serving the data center space.

Outcome

The broader lens significantly elevated the candidate pool. The client ultimately had to choose between two exceptional executives — a great problem to have.

Candidate - Sales Leader (wasn't looking)

Backdrop

We identified a passive candidate who was a strong match for a regional sales role — with both prior engineering experience and years of direct sales success.

Problem

The candidate wasn’t actively looking. He liked his current role and team. But he was intrigued by the long-term upside of the opportunity we were representing.

Approach

We didn’t pitch. We gave him time, space, and real information to reflect on. We reshaped the process to include exploratory conversations with leadership and future peers — letting him evaluate fit on his terms.

Outcome

He built a scorecard to weigh our role against his current one — with further input from his network and family. In the end, he clearly saw the career upside potential and joined the company.  A year later, he still says:  “I’d absolutely make the same decision today.”

Ops Leader (many miscues)

Backdrop

Our client created a new role focused on performance improvement across all U.S. field operations — a high-impact, high-visibility position.

Problem

Early interviews exposed a deeper issue: the executive team wasn’t aligned on the profile. Some internal executives prioritized leadership presence, others emphasized technical tools and methodologies. The disconnect stalled progress and created confusion.

Approach

After multiple rounds and a few misfires, we uncovered the real obstacle — the hiring executive wasn’t able to unite the team around a shared definition of success. We paused, regrouped, and facilitated a sharper alignment conversation.

Outcome

Together, we defined 3–4 non-negotiable attributes that satisfied both the hiring executive and the broader interview panel. With clarity restored, we rebuilt the pipeline and made the hire — all within one month of revising the brief.

Engineering Lead (low brand awareness) - active

Backdrop

Our client created a new role focused on performance improvement across all U.S. field operations — a high-impact, high-visibility position.

Problem

Early interviews exposed a deeper issue: the executive team wasn’t aligned on the profile. Some internal executives prioritized leadership presence, others emphasized technical tools and methodologies. The disconnect stalled progress and created confusion.

Approach

After multiple rounds and a few misfires, we uncovered the real obstacle — the hiring executive wasn’t able to unite the team around a shared definition of success. We paused, regrouped, and facilitated a sharper alignment conversation.

Outcome

Together, we defined 3–4 non-negotiable attributes that satisfied both the hiring executive and the broader interview panel. With clarity restored, we rebuilt the pipeline and made the hire — all within one month of revising the brief.

Results Speak for Themselves

Our bold claims are backed by performance— matter-of-fact and grounded in value.

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Filled Searches

Every search. Every time. We don’t stop until the fit is exceptional for all.

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Retention Rate

Over 90% retention rate for the first two years of employment for all placements.

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Acceptance Rate

This number is high for both companies and clients – we are getting it right for both sides.

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"Ghosted"

Every candidate is treated with respect, regardless of the hiring outcome.

Highest level of Integrity.  Working with Olympia has produced the best set of candidates we seen – and they done so over multiple searches and a variety of functions.

Mitch Udany, CHRO

No Guesswork. No Spin. Just Straight Answers.

Because when it comes to recruiting, clarity wins over hype every time.

❓ Will this drag on for months? Will you quit if it gets hard?

✅ We stay with every search until the right person says yes. In 20+ years, we’ve never walked away — and we keep everyone informed every step of the way.

❓ Will I just get recycled résumés or filler candidates?

✅ No shortcuts. Every candidate is sourced fresh for your role — no database blasts, no recycled lists.

❓ Do you really understand my sector, or will I spend half my time educating you?

✅ We live in the data center ecosystem and stay current as it evolves. If a search is too niche for us to hit your timing goals, we’ll tell you upfront.

❓ Will you push someone just to close the deal?

✅ Never. This is about getting it right for both sides. If it’s not a great fit, we’ll say so — integrity matters.

❓ Am I paying for work that might not deliver?

✅ Our shared-risk model keeps us committed until the right person is in place.  We have a 100% placement rate — we deliver.

Insights

Fresh ideas for high-stakes hiring

Contact

Search Contact:

Dan Gathof

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Dan Gathof

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