Built onthe inside.
Parapex was built by people who ran data centre recruitment desks inside the businesses doing the work.
An agency that knows hiring but not the work is the failure mode.
Recruitment for critical infrastructure has a familiar failure mode: an agency that knows hiring but not the work, sending CSA candidates to MEP briefs and calling a commissioning manager a project manager.
Parapex was founded after years of running data centre recruitment from both sides of the table: inside the businesses doing the building, and at the agencies supplying them. Moving inside those businesses made the gap obvious. Agencies had stopped acting as consultants. More automation, less judgement, and the personal taken out of something that is deeply personal for the people being hired.
Our recruiters lead the screening, conduct the interviews and make the shortlist decisions. When you apply, you speak to a person who knows the discipline, who will represent you properly, and who will tell you what you need to hear. Clients get the same: the market as it is, including when the brief needs to change.
The name says the position. Para, alongside. Apex, the top. We work alongside your leadership and place at the top of the market.
An infrastructure hiring specialist that happens to sell recruitment. Not the other way round.
Data centres first. Then the builds that share their standards.
The same disciplines, the same commissioning discipline, the same cost of getting a hire wrong.
Data centres
Construction, commissioning and operations, from shell and core to live load. Our first and deepest market.
Pharmaceutical
GMP builds and cleanroom fit out: project and package managers, CSA and MEP engineers, CQV and commissioning leads, HSE.
Semiconductor
Fab construction and tool install: programme managers, planners, MEP and process utilities engineers, commissioning managers.
Power systems and renewables
Substations, grid connections and storage: project managers, electrical design and protection engineers, site and commissioning managers, HSE.
Three commitments.
- 01
Disciplines, not keywords.
Briefs are taken by people who know what a commissioning authority does and why an LV bias matters. Shortlists are built from the work, not from job titles.
- 02
Honest process.
Candidates hear back, including when the answer is no. Clients see the market as it is, including when the brief needs to change.
- 03
Alongside your team.
From a single retained search to an embedded desk inside your business, the model flexes to the programme. The standard does not.
The UK and Ireland first. Then the EEA.
The UK and Ireland, then France, Germany, the Netherlands, Spain, Italy, Portugal, Denmark, Sweden, Finland and the rest of the EEA. We also support existing clients in the USA. Each market has its own employment law, compliance and practical constraints on hiring, and we know them before we approach anyone.
- Clients: main contractors, M&E, commissioning, operators, developers
- Candidates: PM, CSA, MEP, commissioning, critical facilities
- Engagements: permanent search, fixed term contracts, embedded recruitment
Talk to someone who knows the work.
A fifteen minute call is enough to tell whether we can help.