Energy

Energy

The UK energy sector is transforming to meet net-zero goals, reduce carbon emissions, and adopt cleaner energy sources. This shift requires rethinking how energy is produced and managed, with a focus on renewable energy, infrastructure improvements, and creating a “digital grid” to handle various power sources. With a large workforce already in place, there’s a growing demand for new engineering talent to help shape the future of energy.

Challenges we can help you with

1Attracting and Screening Engineering Talent
The energy sector faces a shortage of skilled engineers and technical professionals. You need a partner who can find and carefully screen top engineering talent to meet your long-term workforce goals.
2Building a Future-Ready Workforce for Sustainable Energy
As the energy sector embraces renewable energy, you need skilled professionals in solar, wind, hydrogen as well as nuclear and fusion. We help you access and train talent with the skills needed to lead your green energy future.
3Responding to Fluctuating Workforce Needs
Your energy projects have changing demands, requiring workforce solutions that can scale. With flexible workforce options, including Statement of Work (SOW) solutions, you can adjust to project needs efficiently.
4Strengthening Your Employer Brand (EVP) to Attract Top Talent
A strong Employer Value Proposition (EVP) is key to attracting the best talent in the energy sector. We work with you to showcase what makes your company unique, building an EVP that aligns with your mission and values.
5Reducing Time to Hire for Hard-to-Fill Roles
Hiring for specialised roles can be time-consuming, especially in the competitive energy industry. We streamline the hiring process to reduce time to hire, ensuring you get the talent you need faster.
6Upskilling for Digital Transformation in Energy
As the energy sector adopts new technology, upskilling is essential. We provide training to ensure your team is equipped for digital transformation, driving innovation in your operations.
7Building a Diverse and Inclusive Workforce
A diverse workforce brings fresh ideas and stronger connections with the communities you serve. We help you attract diverse talent who contribute to innovation and support your sustainability goals.
Can’t see what you are looking for?

Tell us what’s slowing you down.

Why Choose us?

Here’s why we’re the leading provider of energy sector workforce solutions:

Over 40 Years of Energy Sector Expertise
Over 40 Years of Energy Sector Expertise
We’ve partnered with the energy industry for over four decades, working across renewables, nuclear, and infrastructure. We know how to leverage transferrable skills to expand your talent pool.
More Than Recruitment – We Get Work Done
More Than Recruitment – We Get Work Done
Our solutions go beyond recruitment. We provide end-to-end workforce solutions, from finding and training talent to managing projects with on-demand teams, all focused on helping you achieve results.
Proven Track Record in Workforce Solutions
Proven Track Record in Workforce Solutions
We help our clients fill essential roles, reduce time to hire, and improve retention. Our award-winning services have been recognised by APSCo, TIARA, NORAs, and Recruiter.
High Client Satisfaction in the Energy Sector
High Client Satisfaction in the Energy Sector
With an NPS score of 63 - well above the industry average - our clients value our commitment and expertise in workforce solutions.
Tailored Workforce Solutions to Fit Your Needs
Tailored Workforce Solutions to Fit Your Needs
We act as an extension of your team, creating customised workforce solutions that align with your goals and drive real impact.
Committed to Sustainability and Net-Zero Goals
Committed to Sustainability and Net-Zero Goals
We integrate sustainability, diversity, and ethical hiring into everything we do. Our workforce solutions support your Environmental, Social, and Governance (ESG) goals and help you work towards a net-zero future.

Who we work with

Testimonials

What our customers say about us

Get to know our Energy Team

What's on our mind?

Insights and tips on some of your most burning questions

From Fukushima to Hinkley: An Engineer’s Journey into Nuclear

From Fukushima to Hinkley: An Engineer’s Journey into Nuclear

The nuclear sector is entering a new chapter, driven by ambitious climate goals, energy security needs, and a growing demand for technical skills. At the heart of this transformation are the people bringing it to life, often with stories as compelling as the infrastructure they help build. In this episode of Rullion Reflections, Sibel Akel, Rullion’s Marketing Director, speaks with Juliette Martin, a Plant Layout Engineer at Hinkley Point C (HPC). They cover everything from Juliette’s international upbringing to her current role on one of Europe’s most iconic nuclear projects. This blog dives into their conversation, exploring what makes nuclear such a rewarding (and often misunderstood), career path, particularly for engineers, women, and early-career professionals. A Global Start, a Local Impact Juliette’s story begins in Japan and Hong Kong, where she spent much of her childhood. She experienced the aftershocks of the Fukushima disaster as a young girl, though at the time, she says, she didn’t fully grasp the scale of it. Her interest in science and climate came later, sparked by visiting researchers who spoke at her school in Hong Kong. Their work, collecting plankton samples by sailboat to study climate change, caught her imagination. That moment set her on a course toward engineering. After studying in France, Juliette joined an energy-focused school in Grenoble. There, a nuclear introductory course changed everything. “After the first lesson, I was hooked,” she says. Passionate lecturers and access to real-world projects made the subject come alive. The school’s location in a hub of nuclear research and development only deepened her interest. Landing a role at EDF Juliette’s first industry experience came via France’s VIE (Volontariat International en Entreprise) programme - a government initiative that places young professionals abroad. It was her way into EDF and, ultimately, into the UK nuclear sector. She joined Hinkley Point C as part of the technical team supporting construction. “I wanted something hands-on, something on-site,” she says. “This was the perfect fit.” Working inside the heart of the plant, what Juliette calls “the guts”, she helps ensure components are installed correctly. Additionally, she supports repair decisions, and contributes to equipment readiness. It’s a job that gives her a front-row seat to one of the most complex builds in Europe. A Project the Size of a City With more than 14,000 people working around the clock, HPC is its own ecosystem. For Juliette, the scale of it all reveals just how many paths exist within the industry. “There are roles and services here you’d never expect to find on a construction site,” she explains. “There’s a huge mix of backgrounds and companies. The opportunities are endless.” One of her favourite memories comes not from a milestone lift or technical challenge, but from an internal initiative. Her manager encouraged the women in her team to enter the Fem’Energia awards, which recognise women in the nuclear industry. Together, 11 women formed a team and submitted an application. “It was like building a football squad,” she jokes. But it was more than a submission. It became a rare chance to slow down, connect, and share stories. “We never usually have time for that. It brought us closer.” A Voice for Women in Nuclear Juliette’s involvement in the sector goes far beyond her day job. She’s a European representative for Women in Nuclear’s Young Generation group, helping to connect and support members across the continent. Through this work, she’s organised webinars, shared career opportunities, and mentored young people exploring the industry. That advocacy work also led to a surprise invitation to speak at a nuclear finance event in New York. “It was completely unexpected,” she says. “I’d met someone from the IAEA in Vienna who was impressed by our presence as young women on site. Six months later, I got the call.” Despite nerves, the experience was a success. “I was stressed at first, but once I was up there, it felt like just another meeting room. Afterwards though, I was shaking!” Changing Perceptions, One Conversation at a Time Juliette is well aware of the public perception challenges nuclear faces. She believes soft skills are as important as technical expertise when it comes to changing hearts and minds. “We need to show people the human side of nuclear,” she says. “We’re not villains from a film. We’re professionals doing work that matters.” She prefers conversation over confrontation. “If people have questions, I answer them. But sometimes, I don’t even mention nuclear straight away. I just say I work on a construction site. And when people find out it’s nuclear, they’re often surprised - in a good way.” Looking Ahead When asked about the future of nuclear, Juliette’s optimistic. She sees more innovation, more global partnerships, and more opportunities for young professionals. “There’s a lot happening in France - support for start-ups, international deals like the one with India. There’s real momentum,” she says. “And not just for engineers. We need people from all backgrounds; mechanical, HR, policy, and welding. Everyone has a role to play.” If she had a magic wand? “I’d build more plants. Everywhere. Everyone needs energy.” Powered by People Juliette credits much of her success to the mentors and managers who guided her. “My first manager was calm and thoughtful. The next was technical and passionate. Now I work with two incredibly strong women who support me and lead by example.” In a sector often seen as closed-off or male-dominated, stories like Juliette’s remind us that nuclear is changing, and that people like her are leading the charge. Conclusion Juliette Martin’s journey shows what’s possible when opportunity and passion meet. From her early interest in climate science to working inside the UK's biggest nuclear project, her story is one of purpose, resilience, and people. Explore more insights from Rullion Reflections or get in touch to see how we can help you build a future-ready workforce. Watch the full interview below: 🔗 Connect with Juliette Martin on LinkedIn 🔗 Connect with Sibel from Rullion on LinkedIn

By Rullion on 30 April 2025

RESOURCE
National Insurance Changes in 2025: What Employers Need to Know

National Insurance Changes in 2025: What Employers Need to Know

What’s Changed? Two major updates came into force this April: Employer National Insurance contributions increased from 13.8% to 15%. The earnings threshold for contributions dropped from £9,100 to £5,000 annually. For businesses with large teams or a strong reliance on lower-wage or temporary workers, these changes could lead to a notable increase in overall spend. 5 Ways Employers Can Reduce NI Impact in 2025 While the changes are mandatory, Gareth emphasises that businesses still have control over how they prepare and respond. His recommendations offer a framework for adapting with agility and foresight: 1. Prioritise Workforce Planning Employers need to sharpen their workforce planning. This means; forecasting demand, aligning resources, and ensuring operational readiness. Building flexibility into your workforce model can help manage costs without sacrificing productivity. 2. Leverage AI to Improve Efficiency AI is becoming essential. It is not here to replace people, but to reduce repetitive, manual tasks. Think CV formatting, interview scheduling, or contract generation. Leveraging automation where it makes sense can free up your teams and streamline hiring. 3. Upskill Existing Staff to Reduce Hiring Needs With hiring costs rising, keeping the talent you already have is crucial. Investing in training and development not only improves retention but prepares your workforce to meet evolving business needs. 4. Offer Relevant Benefits to Boost Retention Without Higher Pay A competitive, well-balanced benefits package can attract and retain employees without drastically increasing payroll. Focus on value and relevance, benefits that truly support your employees’ needs. 5. Embrace Flexibility in Your Work Models Flexible, hybrid, and remote working arrangements continue to be a draw for top talent. They can also reduce fixed costs and help businesses scale operations more responsively. Considerations for Temp and Low-Paid Hiring For businesses that depend on temporary or lower-paid workers, the impact of the National Insurance changes will be especially notable. Gareth suggests that some employers may scale back or adjust hiring volumes. Others may turn to workforce solutions providers like Rullion to create a more flexible, cost-effective workforce structure. A Tailored Approach Is Key Each business faces its own set of challenges. Gareth reinforces the value of tailored workforce solutions; designed to align with specific goals, constraints, and growth plans. It’s not just about compliance, it’s about futureproofing how work gets done. Build a Workforce That Works Helping organisations adapt to change is the foundation of effective workforce strategy. Whether the goal is to reduce overhead, improve hiring efficiency, or upskill internal teams, support is available every step of the way. Solutions like Train to Deploy enable businesses to equip their teams with the right skills, fast, while strategic workforce partnerships ensure the flexibility needed to navigate ongoing change. Explore how tailored solutions can unlock long-term value. Let’s talk about how your team can adapt to NI changes with minimal disruption. Book a discovery session to explore tailored workforce solutions. Watch the full interview below

By Rullion on 25 April 2025

Got a question?

Have a workforce issue that is keeping you up at night?

Contact us