Jeanie Kelley

• Rebuilding talent acquisition for data center construction scale by redesigning TA strategy, processes, and technology to support modular, electrical, and fabrication work, including hiring over 300 data center construction employees in one year and building a recruitment engine capable of supporting thousands of future hires across multiple states
• Turning workforce planning into real build capacity by shifting from reactive hiring to forward‑looking demand planning, addressing a skilled‑trades shortfall of more than 300,000 workers and setting clear targets across time‑to‑hire, attrition, net‑new growth, and internal mobility to ensure hiring volume translates into delivery capability on site
• Accelerating speed to productivity on data center builds by driving toward benchmarks such as sub‑25‑day time‑to‑hire, over 20% internal mobility, and clearer recruiting cycles, while strengthening frontline manager capability and educating project and business leaders on realistic talent trade‑offs that support sustainable construction growth

This interactive Q&A explores the critical handoffs between talent acquisition, workforce planning, and operations that determine whether hiring activity results in delivery capacity. The discussion examines how organizations are aligning demand planning, hiring timelines, and manager accountability to avoid the common failure points where volume increases but performance, safety, or schedules suffer. Leaders will compare approaches to coordinating TA and operations, so workforce growth is absorbed predictably rather than creating downstream disruption.