Retail

Retail

Retail is the largest employer in the UK’s private sector, with nearly 5 million people working across retail and wholesale. The industry is undergoing a profound transformation, with changing consumer habits, the rise of digital shopping, and an evolving workforce landscape. Today’s retailers face new challenges and opportunities as they navigate this fast-paced environment. Meeting these demands requires a flexible, skilled workforce and a strategic approach to talent management that allows retailers to adapt and thrive. Our workforce solutions help you build teams skilled in customer service, digital transformation, and resilient supply chains, positioning you to excel in today’s competitive market.

Challenges we can help you with

1Adapting to Digital and E-commerce Expansion
As shoppers move online, there’s an increased demand for digital and e-commerce skills. Retailers need talent who can enhance the online shopping experience, drive digital engagement, and manage data effectively.
2Balancing Cost Efficiency with Customer Satisfaction
Retailers are under pressure to reduce costs while maintaining high levels of customer satisfaction. Finding talent with expertise in cost-efficient operations, from supply chain management to in-store experience, is essential.
3Responding to Seasonal and Fluctuating Workforce Demands
Retail often sees fluctuating demand, especially around peak seasons. Companies need a flexible workforce that can scale up for busy periods and adjust to quieter times, ensuring they have the right people in place to meet customer needs.
4Building a Resilient Supply Chain Workforce
Supply chains are the backbone of retail, and maintaining resilience is key. Retailers need skilled workers in logistics and supply chain roles to ensure smooth operations and quick responses to disruptions.
5Meeting Health, Safety, and Compliance Standards
With health and safety now a top priority, especially in food and grocery retail, companies need a workforce that understands and adheres to stringent safety and regulatory standards.
6Reducing Time to Hire for Hard-to-Fill Roles
Key roles in digital, logistics, and in-store management are challenging to fill, yet essential for smooth operations. Minimising time to hire for these roles is critical to keeping pace with the retail sector’s fast-moving environment.
7Upskilling for the New Age of Retail
As retail increasingly relies on digital tools, from POS systems to data analytics, upskilling the workforce in tech skills is essential for future-ready operations.
8Building a Diverse and Inclusive Workforce
Diversity and inclusion are crucial for connecting with your customers and driving innovation. We help you source talent from underrepresented groups and support diversity initiatives that align with your brand values, strengthening customer relationships and building trust.
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Why Choose us?

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

Extensive Experience in Retail Workforce Solutions
Extensive Experience in Retail Workforce Solutions
With years of experience in retail talent management, we understand the unique demands of the industry and have a proven track record in supporting retailers to build agile, skilled teams who are skilled in lean operations and process optimization to meet budget constraints while enhancing customer experience.
More Than Recruitment – We Get Work Done
More Than Recruitment – We Get Work Done
We offer a full suite of workforce solutions beyond recruitment, including talent sourcing, training, and project-based support to ensure your operations run smoothly and efficiently.
Proven Track Record in Retail
Proven Track Record in Retail
Our clients trust us to deliver essential roles, reduce time to hire, and improve retention. Our award-winning 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 Solutions to Fit Your Business Needs
Customised Solutions to Fit Your Business Needs
We work as an extension of your team, developing bespoke workforce solutions that align with your goals, whether you need seasonal staffing, digital expertise, or in-store support.
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 targets and contribute to a greener, more inclusive future in retail.

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What our customers say about us

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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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