Interiors

Interiors

The Interiors sector plays a vital role in construction, transforming spaces across hospitality, retail, residential, and commercial projects. With rising demand for bespoke interiors, the industry faces significant workforce challenges. One key issue is an aging workforce, with more than 35% of workers aged over 50—a demographic trend that threatens to impact the sector’s long-term vitality. Additionally, the exodus of EU workers following Brexit has further depleted the available labour pool, intensifying the skills shortage. To meet client demands and project timelines, the Interiors sector requires a skilled, adaptable workforce that can deliver both creativity and functionality with precision.

Challenges we can help you with

1Skills Shortages in Specialist Trades
The Interiors sector faces a shortage of skilled professionals, especially in specialised roles such as joiners, decorators, and interior fit-out experts. Securing talent with the right craftsmanship and experience is essential to maintain quality and meet project specifications.
2Balancing Cost-Efficiency with High-Quality Standards
As clients demand premium finishes and bespoke designs, balancing budget constraints with high-quality craftsmanship is challenging. Companies need workers who can deliver quality while staying within budget.
3Ensuring Regulatory Compliance and Safety Standards
Interiors projects must meet stringent safety and regulatory requirements. A workforce that understands and adheres to these standards is critical to ensuring safe, compliant, and high-quality installations.
4Meeting Fluctuating Workforce Needs on a Project Basis
The Interiors sector often involves fluctuating demands, especially for large projects or high-traffic environments like hotels and retail spaces. Access to a flexible workforce that can scale up or down as needed is crucial for meeting project deadlines.
5Reducing Time to Hire for In-Demand Roles
Specialist roles such as joiners, dryliners, site managers and project managers are difficult to fill but essential for project success. Reducing the time to hire these roles is crucial for staying on track with timelines.
6Building a Diverse and Inclusive Workforce
Diversity and inclusion bring fresh perspectives and foster creativity. Creating an inclusive workforce within Interiors helps companies innovate and respond effectively to varied client needs.
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Why Choose us?

Here’s why we’re the trusted partner for workforce solutions in the Interiors sector:

Specialised Expertise in Interiors Workforce Solutions
Specialised Expertise in Interiors Workforce Solutions
With over 25 years of experience in the Interiors market, we understand the unique demands of the sector, from quality craftsmanship to project management. We know how to find the right talent to meet these needs.
More Than Recruitment – We Get Work Done
More Than Recruitment – We Get Work Done
Our services go beyond recruitment. We offer end-to-end workforce solutions, from sourcing and training talent to managing project-based teams, ensuring your projects run smoothly and on time.
Proven Track Record in Interiors Workforce Solutions
Proven Track Record in Interiors Workforce Solutions
We’re the No.1 supplier to top clients in the Hotel, Leisure, Refurbishment, and Prime Residential sectors, with over 20 years of successful projects, including the Peninsula Hotel, Mandarin Oriental Hotel, The Lanesborough Hotel, The Shard, One Hyde Park, Battersea Power Station, 1 Grosvenor Square, and The Londoner Hotel.
High Client Satisfaction
High Client Satisfaction
Our NPS score of 67 - well above the industry average - reflects our clients’ appreciation of our commitment to delivering high-quality workforce solutions tailored to their needs.
Customised Solutions to Meet Your Project Needs
Customised Solutions to Meet Your Project Needs
We work as an extension of your team, developing bespoke workforce solutions that align with your specific project goals, whether for large-scale fit-outs or specialist technical roles.
Committed to Sustainability and Diversity
Committed to Sustainability and Diversity
We embed sustainability, diversity, and ethical hiring practices into everything we do. Our workforce solutions support your ESG targets and contribute to a more inclusive, responsible future in the Interiors sector.

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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

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