GT2 Industrial Group deploys committed crews of vetted, GCC-experienced electrical tradespeople to U.S. manufacturers — sponsored, employed, housed, and administered by GT2 end to end. Your production leadership directs the work. Every filing, payroll, and compliance obligation is ours.
GT2 Industrial Group is the industrial workforce division of Gemini Teo. We operate one asset with discipline: a committed supply line of experienced electrical and mechanical tradespeople, built in partnership with one of Nepal's largest manpower operators — a firm placing more than 1,200 workers a month into GCC industrial projects, including heavy-technical electrical trades.¹ We bring that proven pipeline to American production floors on the fastest schedule federal law permits, under a compliance stack built to be examined.
Kathmandu → trade-test & vetting → requirement-mapping to your postings → federal filings (GT2) → mobilization & housing → your floor
One operator carries the entire chain. The client executes a single attestation where the seasonal track is used — nothing else.
Record backlogs across switchgear, modular, cooling, and power-generation manufacturers — driven by the data-center buildout — are documented in public filings quarter after quarter.
One in five U.S. electricians is over 55. Openings outpace entrants by tens of thousands a year. Overtime and itinerant labor are coping mechanisms, not strategies.
Vetted, production-ready trades cohorts — screened, documented, and waiting on the line. The constraint on your backlog is the resource we have already secured.
Every quarter a production line runs short-handed, the cost compounds: overtime, churn, slipped deliveries, idle capital equipment. A committed crew on a set arrival window converts that exposure into a scheduled, priced input.
We read the requirements American manufacturers publish — then screen every candidate against them at origin. The gap between what U.S. plants need and what the domestic market supplies is the exact profile of our bench.
| What U.S. plants post² | Our bench, verified at origin | What the U.S. market lacks |
|---|---|---|
| Read point-to-point wiring diagrams and master-copy drawings | Screened on live schematic reading before selection; blueprint skills bench-tested | ~81,000 electrician openings projected per year; requisitions open across all three shifts |
| Panel wiring, conduit termination & bending to specification | Multi-year GCC experience on switchgear, panels, and control-room wiring to spec | Experienced wirepersons scarce; entry hires need 12–24 months of ramp |
| Torque to spec; tool discipline | Trade-tested, with documented tool and torque competency in the candidate file | One in five U.S. electricians is over 55 — the experience cohort is retiring out |
| Shift-based production — 4×10s, 2nd/3rd shift, weekends | Career industrial floor workers, conditioned to Gulf project schedules | Off-shift requisitions sit unfilled longest; overtime becomes the default |
| QC, testing, performance verification | Documented QC hold-point and test experience on industrial packages | Test-technician seats among the hardest to fill in equipment manufacturing |
| English proficiency; documentation discipline | English-screened — Gulf worksites run in English; records-driven work culture | — |
² Composite of live 2026 postings across U.S. switchgear, modular, cooling, transformer, and power-generation manufacturers. Company-specific requirement maps are produced for every engagement.
Mechanical assembly, fitment, material handling on electrical packages.
Point-to-point wiring, panel building, terminations to drawing.
Conduit, power wiring, control circuits across industrial packages.
Hold-point QC, continuity and performance testing, documentation.
Crew coordination, production cadence, quality accountability.
A single crew can be configured across every trade the data-center supply chain employs:
Highly technical, production-versed cohorts are vetted and waiting to join the line. Candidate files — trade tests, schematic screens, tool and torque records, experience documentation — exist before your engagement begins. Mobilization starts from a standing bench, not a job advertisement.
Three deployment tracks, one operator. Every track runs on the same principle: a defined crew, a defined arrival window, and a program administered entirely by GT2.
Crews deployed under the federal seasonal-worker program arrive as a unit, serve your peak season (~9 months), and return each year with federal priority status. GT2 prepares every filing; your role is a single executed attestation of seasonal need.
Standards enforcement is structural: any worker who does not meet your floor standard is replaced at pace, at GT2's cost, from a deep, vetted bench. The pipeline behind every crew runs thousands strong — quality is never hostage to headcount.
For discrete packages — module wiring, line expansions — GT2-supervised crews deliver completed scope under fixed or unit pricing. You purchase output, not labor hours.
Assessment, role mix, crew size, and target season reserved by letter of intent.
Wage determinations, requirement mapping, candidate matching at origin.
GT2 files in the scheduled windows; the client executes one attestation (seasonal track).
Visas, travel, housing, onboarding — the cohort moves as one unit.
Your leadership directs the work; GT2 administers everything else, every season.
Arrival windows are set by federal filing calendars and confirmed per engagement. Earliest windows are allocated in order of commitment.
Quoted per role and county — structured against your overtime economics and materially below itinerant-labor cost. Bi-weekly invoicing on approved timesheets. No upfront program fees; compensation accrues only against hours worked.
Requirement-mapped, trade-tested candidates with a 90–180 day replacement provision at GT2's cost. Cohort integrity — one crew, one arrival month, housed and supported as a unit.
Prevailing-wage compliance on every placement · zero worker-paid fees at any stage · federal work-authorization programs administered by counsel (20 CFR 655) · audit-standard documentation in both jurisdictions.
Configured crews for the manufacturers and builders carrying the data-center buildout — and for any industrial operation where the trades gap is gating production.
Assembly, panel wiring, busbar, integration, and test on LV/MV switchgear, power control rooms, and power modules.
Prefab module wiring, MEP skid assembly, and integration lines feeding hyperscale campuses.
CRAC/CRAH assembly, chiller lines, CDU and liquid-cooling production, brazing-adjacent trades, performance test.
Genset assembly, enclosure wiring, controls, and factory test for standby and prime power.
Winding, core stacking, assembly, and test supporting grid and data-center transformer programs.
Second-shift standups, new-line staffing, and surge crews timed to expansion schedules.
| Configuration | Composition | Built for |
|---|---|---|
| Data-Center Electrical Group | Tier 1–5 mix — assemblers, wirepersons, industrial electricians, QC/test, crew lead; every data-center electrical specialization in one cohort | Switchgear, e-house, busway, and module plants scaling against backlog |
| Production Wiring Crew | Tier 2–3 weighted — wirepersons and panel builders with QC support | Panel shops and integration lines constrained on wiring throughput |
| Cooling Systems Crew | Mechanical + electrical assemblers, refrigeration-ready technicians (EPA 608), test techs | CRAC/CRAH, chiller, and liquid-cooling manufacturers |
| Power Generation Crew | Genset assemblers, enclosure wiremen, controls and factory-test technicians | Generator packagers and backup-power programs |
| Surge / Expansion Crew | Configured to the project — base tiers through supervision | Discrete expansions, one-time programs, seasonal peaks |
Standard cohort: 33 workers, one arrival month, housed and supported as a unit. Smaller configurations available for sub-500-employee plants.
Structured, confidential, and fast. From intake to a role-by-role match report in days — not a sales cycle.
Five questions below — your operation, hardest-to-fill roles, scale, and current approach. Confidential, no obligation.
Our operations team assesses your stated workload against production actuals — role mix, shift structure, takt, and seasonality — to define the crew your line actually requires.
You receive a Portfolio Summary: a role-by-role match of vetted pipeline candidates against your requirements, an indicative deployment window, and a proposed working session.
Five questions. Within two business days you receive your Portfolio Summary and a proposed working session.
GT2 Industrial Group — Program Admissions
[email protected]
Inquiries receive a response within two business days. For an immediate start, use the intake above or the GT2 Concierge at the lower right.
A single senior point of contact, end to end. Choose how you'd like to begin: