Renewables

Renewables

The renewable energy sector is expanding rapidly, with large-scale projects in wind, solar, and tidal energy driving the UK’s push toward net-zero targets. Companies working in renewables face increasing pressure to meet growing energy demands while staying on top of sustainability goals. With the need for specialised skills in new technologies rising, businesses in the sector need agile workforce solutions to ensure they have the talent needed to meet the demands of this evolving industry.

Challenges we can help you with

1Skills Shortages in Renewable Energy Roles
Renewable energy projects are ramping up, creating a shortage of skilled workers in key roles like wind turbine technicians, grid integration specialists, and solar engineers. Companies need quick access to talent with experience in large-scale renewables projects.
2Adapting to New Sustainable Energy Technologies
With the rise of offshore wind farms, battery storage, and green hydrogen projects, companies need workers who understand the intricacies of these emerging technologies and can adapt quickly to new systems.
3Harnessing Transferable Skills Across Industries
As the renewable sector continues to expand, tapping into transferable skills from industries like oil & gas, construction, and engineering can help fill the talent gap. Many skills in project management, engineering, and compliance can be adapted to meet the specific needs of renewable energy projects.
4Meeting Regulatory Compliance and Safety Standards
Safety and compliance are critical in renewable energy projects. Companies must meet strict industry regulations across offshore and onshore wind projects, solar farms, and grid integration, and need a workforce that understands and adheres to these standards.
5Responding to Project-Based and Fluctuating Demands
As projects ramp up or down, particularly in wind and solar installations, businesses need the flexibility to scale their workforce accordingly. Access to a reliable pool of contract and temporary workers helps meet these project demands efficiently.
6Reducing Time to Hire for Specialised Roles
Key roles like offshore wind technicians, compliance officers, and energy storage experts are highly specialised and difficult to fill. Reducing time to hire is critical to keeping these large-scale projects on track and within budget.
7Upskilling for Digital and Technological Advancements
As renewable projects become increasingly data-driven, from predictive maintenance to energy management systems, there is a growing need to upskill workers in digital technologies to improve project efficiency and energy output.
8Building a Diverse and Inclusive Workforce
Diversity and inclusion play an important role in innovation and community engagement. Creating a workforce that reflects the diverse communities served by renewable energy projects is key to driving fresh perspectives and fostering a culture of inclusion.

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Why Choose us?

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

Proven Expertise in Large-Scale Renewable Projects
Proven Expertise in Large-Scale Renewable Projects
We’ve supported major renewable energy projects across wind, solar, tidal, and grid integration. We understand the complexities of this industry and how to find the right talent to meet the sector’s growing demands.
More Than Recruitment – We Get Work Done
More Than Recruitment – We Get Work Done
We go beyond traditional recruitment. Our workforce solutions cover talent sourcing, training, and project-based teams, ensuring your projects run smoothly and on schedule.
Proven Track Record in Renewables Workforce Solutions
Proven Track Record in Renewables Workforce Solutions
Our clients trust us to deliver critical roles, reduce time to hire, and improve workforce retention. Our work has been recognised by industry leaders, including APSCo, TIARA, NORAs, and Recruiter.
High Client Satisfaction
High Client Satisfaction
With an NPS score of 63 - well above the industry average - our clients consistently value our commitment to delivering tailored, high-quality workforce solutions.
Customised Workforce Solutions to Fit Your Projects
Customised Workforce Solutions to Fit Your Projects
We work as an extension of your team, developing bespoke workforce solutions that align with your specific project needs, whether it’s offshore wind farms, solar farms, or green hydrogen projects.
Committed to Sustainability and Diversity
Committed to Sustainability and Diversity
We integrate 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 renewables.

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Insights and tips on some of your most burning questions

NEWS
Delivering Proven Screening Success at Hinkley Point C and Sizewell C

Delivering Proven Screening Success at Hinkley Point C and Sizewell C

Rullion has been a trusted candidate background screening provider since 2014, playing a vital role in supporting major UK nuclear infrastructure projects, including Hinkley Point C and Sizewell C. Working across multiple delivery partners and project phases, we’ve helped embed consistent, compliant, and candidate-friendly screening at scale. With over 8,000 candidates screened annually and clearance times reduced to an average of just 7.5 days, our model continues to support project momentum and onboarding efficiency - while maintaining the highest standards of compliance and governance. The Challenge To keep momentum on projects of this scale, pre-employment screening must be robust, accurate, and fast. Every individual working on site requires BPSS (Baseline Personnel Security Standard) clearance before work can begin. With multiple stakeholders, evolving regulatory requirements, and high volumes of candidates, the background screening process can be complex to manage, even with established systems in place. Our clients needed a nuclear screening provider who could bring clarity, consistency, and pace to an already demanding environment. What project teams need: Timely and accurate delivery of BPSS clearance and related vetting checks A positive, well-supported candidate experience Screening support delivered direct to projects like Hinkley Point C and Sizewell C, and across Tier 1 contractors and their supply chains Real-time visibility, control, and governance in screening processes Tier 1 contractors are the principal delivery partners on major projects such as Hinkley Point C and Sizewell C. Supporting them means enabling their workforces and suppliers to clear vetting efficiently, reducing risk of onboarding delays. A Proven Screening Model for Nuclear Environments Our nuclear screening model has evolved over years of delivery, working across early careers, agency-supplied workers, and permanent hires. The service model is grounded in best practice, with compliance and candidate experience at its core. Our solution is built on five key pillars: 1. Speed with Precision We consistently reduce average BPSS clearance times from 30-40 days to fewer than 8 days, using: A dedicated screening portal with automated timelines Electronic document collection via DocuSign One-to-one support from trained candidate advisors “We’re consistently achieving clearances in 7–8 days - and in urgent cases, we’ve turned around checks in just 24 hours,” says Jayne Lee, Head of Screening. 2. BPSS and Beyond We manage all core BPSS clearance elements: Right to work (RTW) Identity and address verification Criminal record checks (DBS) Three to five years referencing We also support CTC and SC clearance preparation where needed, compiling candidate packs ready for formal review. 3. Human-Led Candidate Experience Every candidate is assigned a named advisor who supports them through the screening journey; they answer questions, collect documents, and maintain engagement from start to finish. “We know how to reach the right contact for a reference. Our proactive approach keeps things moving,” adds Jayne. 4. Real-Time Governance Our clients benefit from full transparency throughout: Live dashboards and candidate status tracking SLA-based monitoring and escalation Monthly reporting and governance in screening audits 5. Scalable Across Supply Chains Our solution is used not only by project leads but by Tier 1 contractors across both Hinkley Point C and Sizewell C. The model scales to support different business units and workforce types including; contractors, agency workers, and permanent staff Impact to Date Over 8,000 candidates screened annually 75% reduction in average screening times +69 Net Promoter Score (NPS) from screened candidates BPSS compliance embedded with live audit capability Fully digital, mobile-friendly experience Adopted by Tier 1s across the project supply chain A Benchmark for Nuclear Screening Rullion’s screening model is now a recognised example of best practice in regulated environments, supporting complex infrastructure programmes where delays and drop-offs can have significant impact. We continue to support project teams across Hinkley Point C and Sizewell C, delivering the confidence and control they need to move quickly and compliantly. If you’d like to explore how our model could support your screening processes, get in touch with our team. Curious about common pitfalls? Read our guide on pre-employment screening mistakes.

By Rullion on 18 September 2025

Questions to ask for a smooth MSP implementation

Questions to ask for a smooth MSP implementation

Cost reduction is often seen as the headline benefit of a Managed Service Programme (MSP), but with critical infrastructure projects typically seen across the energy, rail, utilities, and nuclear industries, the stakes are far higher. Here, the real measure of success is whether an MSP can strengthen safety, compliance, and operational continuity. Before MSP implementation, it’s worth asking the right questions to ensure your programme becomes a safeguard for your organisation and not just a service. The checklist below provides a structured way for stakeholders to evaluate what “good” looks like. 10 essential questions to ask before rolling out an MSP What outcomes do we want? (e.g., safety, compliance, surge capability, cost efficiency) Which worker categories and sites are in scope? (temporary, safety-critical, cleared personnel) How is governance structured? (cyber certification, business continuity, regulatory audit readiness) What sector-specific safety controls are provided? (Sentinel/PTS, EUSR, BPSS/SC/DV clearance) How are IR35, AWR, right-to-work and umbrella risks handled? How does the MSP support social value and ethical supply chain goals? What technology underpins the VMS and data reporting? (integrations, dashboards, GDPR compliance) Which KPIs will be tracked? (time-to-fill, fill rate, compliance rates) What is the mobilisation and change plan? (pilot, training, audits) What’s the exit plan? (data export, knowledge transfer, continuity) 1. What outcomes do we need? Clarity on outcomes not only guides your MSP partnership but also strengthens your internal business case. We’ve unpacked this further in our blog on building a business case for an MSP. Cost efficiency is one part, but so are safety assurance, compliance, and workforce resilience. Each function will view outcomes through its own lens: service levels, visibility of worker status, faster site access, or audit-ready integrations. The end goal is the same: assurance and continuity. What good looks like: Outcomes linked to risk mitigation (safety incidents, fatigue, cyber). KPIs such as time-to-site, right-to-work compliance rates, audit pass rates, and incident reduction. Alignment with regulations: IR35, Agency Workers Regulations 2010 (AWR), Conduct Regulations, NIS, and the Modern Slavery Act. 2. What is the scope of services? An MSP can cover everything from temporary and contract workers to niche, highly cleared roles. Defining scope clearly avoids costly gaps or overlaps. What good looks like: Clear worker categories in and out of scope. Documented responsibility for IR35, AWR, and right-to-work checks. Agreed processes for sector clearance and site access. For organisations implementing an MSP for the first time, defining scope is one of the biggest factors in choosing the right provider. Our guide on how to choose your first MSP provider outlines how scope and service expectations should shape that decision. 3. How will governance and risk be managed? MSP providers operating in these highly regulated sectors, such as the energy sector or nuclear sector, need to demonstrate how to ensure MSP IR35 and right-to-work compliance and strong governance. Regulatory penalties, cyber breaches, or continuity failures can have serious consequences. What good looks like: Alignment with regulations (IR35, AWR, Conduct Regs, NIS, GDPR). Cyber certifications such as Cyber Essentials Plus or ISO 27001. Business continuity aligned to ISO 22301. Processes mapped to NCSC supply chain security principles. 4. How are safety and competence controlled? Workforce safety is non-negotiable. Each sector requires specific qualifications and clearances (e.g., Sentinel/PTS, EUSR/CSCS, BPSS/SC/DV). An MSP must build these checks into their operating model. Example: Rail sites: Sentinel/PTS competence cards Utilities sites: CSCS Nuclear sites: Baseline personnel security standard (BPSS)/security clearance (SC/DV) What good looks like: Verified competence and clearance checks embedded in onboarding. Fatigue management through working hours monitoring. Consistent reporting of incidents and near misses. 5. How are employment law and pay risks managed? UK workforce legislation is complex. Mismanagement of IR35, AWR, or umbrella companies risks claims, fines, reputational damage, and workforce disruption. What good looks like: Clear allocation of responsibility for IR35 assessments and AWR compliance. Verified right-to-work checks. Due diligence on umbrella companies. Fair pay and holiday entitlement assurance processes. Questions to ask: How are umbrella companies verified? What safeguards ensure fair pay and holiday entitlement? How does the MSP partner track and apply legislative changes? 6. How does the MSP contribute to social value and ethics? Beyond compliance, organisations are increasingly accountable for social value. This includes commitments under the UK Government’s Social Value Model and obligations under the Modern Slavery Act. Signals of good practice: Anti-modern slavery due diligence. Evidence of diverse or local supplier engagement. Apprenticeships and training pathways. Diversity and inclusion outcomes. Transparent workforce and hiring reports. 7. How will technology and data be integrated? With technology underpinning a lot of the programme, you’ll want to know how to integrate technology in an MSP rollout. The Vendor Management System (VMS) should provide not only a single source of truth for your workforce but also the tools to ensure total compliance, visibility, and efficiency. From onboarding and scheduling to site access, reporting dashboards, and secure integrations, the platform must work seamlessly with your existing systems. Whether the technology is supplied by the MSP or owned in-house, it should strengthen assurance rather than add complexity. What good looks like: A secure, GDPR-compliant VMS that protects sensitive data. Interoperability with HR, payroll, and site access systems. Cyber security controls aligned to NCSC supply chain guidance. Real-time dashboards accessible to all relevant stakeholders. 8. How are commercial terms structured? Commercial structures should protect both buyer and supplier while incentivising safety and compliance. What good looks like: KPIs and service credits linked to compliance and safety outcomes, not just cost. Transparent margin structures. Transparent subcontractor management. Flexibility for volume fluctuations. 9. What is the mobilisation plan? Even the best-designed managed service programme can falter if mobilisation isn’t executed effectively. A reliable MSP provider will build in phased rollout, stakeholder training, and assurance checkpoints to maintain good relationships and governance throughout. What good looks like: Phased pilot implementation or phased rollout Early integration and system testing. Stakeholder workshops across functions. Manager training and communication support. Early audit checks to confirm compliance. Ongoing audit checkpoints. 10. How will the exit plan and knowledge transfer work? Continuity matters. If you transition MSP providers, knowledge and data must transfer smoothly to protect your business continuity. What good looks like: Documented exit plans and transition milestones. Data portability agreements. Knowledge transfer embedded in contracts. Questions to ask: How will data be returned? And in what format? Is contractual knowledge transfer guaranteed? What transition support is included? Priorities before MSP go-live Every function has a stake in the success of the programme. While priorities differ, they must align around the same goals of safety, compliance, and efficiency. Function Core priorities Procurement Transparent contracts, audit rights, enforceable service levels, supply chain due diligence HR/Talent IR35 and AWR compliance, fair pay controls, diversity and workforce visibility HSE/Operations Competence checks, fatigue management, sector safety cards, incident reporting Cyber/IT Secure integrations, Cyber Essentials/ISO 27001, GDPR compliance, audit trails When done right, a managed service programme becomes an integral part of your safety, compliance, and resilience ecosystem. See this in action within our E.ON MSP partnership. If an MSP provider can demonstrate evidence across these ten areas, you’re far more likely to have found a partner who can strengthen both your workforce and your risk posture.

By Rullion on 12 September 2025

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