Mechanical & Electrical

Mechanical & Electrical

The Mechanical & Electrical (M&E) sector is critical to the construction and infrastructure industries, supporting major projects that drive the UK’s progress toward net-zero goals. According to the Engineering Construction Industry Training Board (ECITB), the labour demand gap is expected to widen, with an estimated shortfall of 40,000 workers by 2028. As demand grows for complex M&E installations across commercial, industrial, and residential projects, the sector faces significant challenges. Skill shortages, evolving regulations, and the integration of sustainable technologies have intensified the need for a skilled, adaptable workforce that can meet project demands with precision and flexibility.

Challenges we can help you with

1Skills Shortages in Technical and Specialist Roles
The M&E sector faces a shortage of skilled professionals, particularly in specialist roles like electrical technicians, mechanical engineers, and HVAC installers. Finding talent with the right expertise is essential to meet project timelines and quality standards.
2Adapting to Green Technologies and Sustainable Practices
As sustainability becomes a key focus, there’s a growing need for M&E professionals skilled in energy-efficient systems, renewable energy integration, and environmentally friendly practices.
3Ensuring Regulatory Compliance and Safety Standards
Compliance with stringent safety and industry regulations is critical in M&E projects. Companies need a workforce that is up-to-date with regulatory standards and best practices to ensure safety and operational efficiency.
4Responding to Project-Based and Fluctuating Workforce Needs
M&E projects often require a flexible workforce that can adapt to varying project demands. Access to a reliable pool of contract and temporary workers helps ensure companies can scale their teams to meet tight deadlines and project fluctuations.
5Reducing Time to Hire for In-Demand Roles
Key roles such as electrical engineers, compliance officers, and project managers are challenging to fill. Reducing time to hire for these crucial positions is essential to keep projects on track and avoid costly delays.
6Upskilling for Technological Advancements
As the M&E sector integrates digital tools and smart systems, upskilling the workforce in areas like data analytics, predictive maintenance, and building management systems is vital for efficient project delivery.
7Harnessing Transferable Skills Across Industries
Leverage expertise across sectors to fill gaps and enrich your workforce. Many roles in industries like oil & gas or construction share transferable skills that can seamlessly transition into M&E or other sectors. Our cross-sector expertise helps clients access a broader talent pool and ensures a smoother integration of skilled professionals into your teams.
8Building a Diverse and Inclusive Workforce
Diversity brings new perspectives and fosters innovation. Creating an inclusive workforce within M&E helps companies connect with broader communities and improves team performance.
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Why Choose us?

Here’s why we’re the trusted partner for workforce solutions in the M&E sector:

Specialised Expertise in M&E Workforce Solutions
Specialised Expertise in M&E Workforce Solutions
With extensive experience in the M&E sector, we understand its unique demands and challenges, from technical installations to compliance. 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 stay on schedule and within budget.
Proven Track Record in M&E Workforce Solutions
Proven Track Record in M&E Workforce Solutions
With nearly 20 years of experience supporting top M&E companies like NG Bailey and Wingate, we’re trusted for our specialised knowledge, quality service, and long-standing client partnerships.
High Client Satisfaction
High Client Satisfaction
With an NPS score of 63 - well above the industry average - our clients appreciate our commitment to delivering tailored, high-quality workforce solutions.
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 project goals, whether for large-scale installations or specialised 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 goals and contribute to a greener, more inclusive future in M&E.

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What our customers say about us

Get to know our Mechanical & Electrical 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

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