Transport / Rail

Transport / Rail

The UK transport sector is evolving quickly, driven by sustainability goals, digital transformation, and the need for infrastructure upgrades. With major projects spanning rail, aviation, and highways, the demand for skilled talent is at an all-time high.

As the industry navigates new technologies and changing workforce demographics, having flexible and innovative workforce solutions is essential to attracting, developing, and retaining top talent.

Challenges we can help you with

1Skills Shortages in Technical and Engineering Roles
Whether in rail, aviation, or highways, there’s a high demand for technicians and engineers with up-to-date knowledge of modern and sustainable transport technologies.
2Adapting to New and Sustainable Technologies
With the shift towards greener transport solutions, such as hybrid and electric trains, sustainable aviation practices, and smart highways, companies need talent experienced in these emerging technologies.
3Addressing an Aging Workforce
Many experienced workers across rail, aviation, and highways are nearing retirement. Attracting younger talent and building pathways to train and upskill the next generation is critical for long-term success.
4Meeting Safety and Compliance Standards
Safety and regulatory standards are strict in transport. From rail safety protocols to aviation security and highway regulations, finding workers who understand these standards is crucial.
5Responding to Project-Based and Fluctuating Demands
Transport projects, such as rail maintenance, airport expansions, and road infrastructure upgrades, require a flexible workforce that can scale based on project needs and timelines.
6Reducing Time to Hire for Critical Roles
Key roles - like rail signal engineers, aviation compliance officers, and highway project managers - are hard to fill but essential. Reducing time to hire these specialists is vital to keep projects moving.
7Upskilling for Digital Transformation
As digital technology becomes essential in transport, from predictive maintenance on rail lines to data-driven airport operations and smart road systems, upskilling workers in tech tools is critical.
8Building a Diverse and Inclusive Workforce
Diversity brings innovation, especially in a sector that serves a broad community. Creating an inclusive workforce across rail, aviation, and highways builds stronger connections and reflects the communities served.
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Why Choose us?

Here’s why we’re the trusted partner for transport workforce solutions:

Deep Transport Sector Experience
Deep Transport Sector Experience
We’ve supported the transport industry for decades, working across rail, aviation, and highways. We understand the complexities of this sector and know how to maximise transferrable skills to expand your talent pool.
More Than Recruitment – We Get Work Done
More Than Recruitment – We Get Work Done
Our services go beyond recruitment. We offer complete workforce solutions, from finding and training talent to managing end-to-end project teams, all focused on helping you achieve results.
Proven Track Record in Transport Workforce Solutions
Proven Track Record in Transport Workforce Solutions
Our clients trust us to fill essential roles, reduce time to hire, and improve retention. Our award-winning work has been recognised by APSCo, TIARA, NORAs, and Recruiter.
High Client Satisfaction
High Client Satisfaction
With an NPS score of 63 - far above the industry average - our clients value our commitment to delivering high-quality workforce solutions tailored to their needs.
Customised Solutions to Align with Your Goals
Customised Solutions to Align with Your Goals
We work as an extension of your team, creating customised workforce solutions that align with your specific project goals and make a real impact.
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 are designed to help you achieve your ESG targets and support a greener, more inclusive future in transport.

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What our customers say about us

Get to know our Transport / Rail 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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