We create workforce solutions for critical infrastructure companies.

Rullion Shortlisted for APSCo's MSP of the Year Award for E.ON Partnership

Rullion has been named a finalist for MSP of the Year at the APSCo OutSource Awards for Excellence 2025, celebrating excellence and innovation in recruitment outsourcing. This shortlisting recognises our standout Managed Service Programme (MSP) partnership with E.ON, one of the UK’s leading energy suppliers. “Being shortlisted for this award is a real testament to the partnership we’ve built with E.ON. It shows how a truly strategic MSP can make a difference, especially the fantastic work that Tracy and Sinéad did to adapt our MSP model to the needs of a fast-changing energy landscape.” - Lindsay Harrison, Chief Customer Officer at Rullion Over the past year, hiring demand across critical infrastructure has reached unprecedented levels. Our work with E.ON is a great example of how to manage a contingent workforce in the energy sector; we’ve delivered measurable results at speed and scale, without compromising on quality or care. An MSP Model Built for Impact Our success is based on a people-first, insight-driven delivery model that puts E.ON’s values and evolving needs at the centre. When it comes to managing a contingent workforce, no two clients are the same – and our E.ON solution is a high-touch, fully embedded partnership that delivers on compliance, cost control, agility and cultural fit. Rather than relying heavily on second-tier suppliers, we’ve implemented a direct fulfilment model that gives E.ON greater control over quality, consistency and cost. Through this, we’ve achieved 100% direct hires. a 2:1 CV-to-interview ratio, reduced time-to-hire by 15%, and improved interview-to-offer conversion by 25%. It’s a delivery model built for today’s critical infrastructure needs and ready to scale. A Hiring Strategy That Delivers Lasting Results Across Rullion, we use a behaviour-first hiring strategy. This means we don’t rely solely on experience. We assess candidates based on their potential and alignment with E.ON’s values and culture. This approach has supported smoother onboarding, reduced attrition, and improved conversion from contingent to permanent roles. In fact, 11% of workers placed via Rullion at E.ON converted to permanent roles, with over 85% retention across the MSP. Engagement has also increased, driven by ongoing development opportunities, wellbeing support, and a personalised, people-first experience. Outcomes That Speak Volumes Our bespoke Client Value Framework tracks five key pillars: cost savings, compliance, operational excellence, innovation, and social value. This is how we measure what matters. Here’s how that translates at E.ON: 100% timesheet accuracy 99% onboarding compliance 92% fill rate across core roles +60 NPS from hiring managers 100% satisfaction in post-hire surveys 25% improvement in interview-to-offer ratio We’ve used this data to drive continuous improvement – from simplifying onboarding routes to improving IT access and escalation processes. These findings are then reviewed monthly at leadership level and implemented into quarterly business reviews to ensure accountability and momentum. While our MSP is led through direct fulfilment, we hold our niche supply partners we do work with to the same high standards. We measure their performance with quarterly scorecards and ensure they are aligned to our values. All of our suppliers are to adhere to our Supplier Code of Conduct, and we provide training on inclusive recruitment, host performance clinics, and share best practices to help partners meet standards and grow with us. A Managed Service Provider for the Future Our MSP at E.ON is a standout example of what we do best: high-performance hiring with a human touch, scalable solutions that evolve with business needs, and a shared commitment to inclusion and innovation. “Rullion is more than a recruitment partner – they are an extension of our team… They’re friendly, enthusiastic, and always translating insight into what really matters for E.ON.” - E.ON Stakeholder We’re proud to help critical infrastructure organisations like E.ON through strategic MSP and contingent workforce solutions. If you’re looking for a workforce solutions provider that solves problems today and builds stronger, more inclusive talent strategies for tomorrow, explore our MSP solution or book a discovery call today. Let’s help you get work done.

Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland

Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland This month (May 2025), Rullion has won Social and environmental impact of rail supply chain recognised in Alstom’s Supplier CSR awards in the UK and Ireland | Alstom. This accolade recognises our data-driven ED&I partnership in rail. This partnership combines aligned values with hands-on action to implement an effective inclusive hiring strategy. This recognition celebrates the power of aligned values, practical action, and a shared vision for the future of inclusive hiring. With over 6,000 employees and 37 sites, Alstom is the UK and Ireland’s leading provider of new trains and train services. Beyond their rail expertise, they are champions of equity, diversity, and inclusion (ED&I) in the transport industry. These values resonate deeply with our team at Rullion. As the industry navigates new technologies and changing workforce demographics, having flexible and innovative workforce solutions for industries like Rail and Transport, is essential to attracting, developing, and retaining top talent. This award is more than a milestone for us. It celebrates the collaborative effort shaping a more representative workforce across critical infrastructure. Creating an inclusive workplace requires more than good intentions. It requires action. Lindsay Harrison, Chief Customer Officer at Rullion: “On stage at the award ceremony, I spoke about breaking down barriers and today I’m proud to see Rullion and Alstom doing exactly that, every day.” Why This Award Matters Winning Alstom UK & Ireland’s Driving Equal Opportunity Award demonstrates how our data-driven ED&I recruitment partnership delivers measurable impact on diversity in rail, setting a new standard for inclusive hiring pipelines. From day one, our partnership with Alstom has been rooted in mutual trust and a shared belief that diverse teams create stronger businesses and better outcomes. We are proud to work alongside Alstom because of their authentic, values-led approach to ED&I. Whether it is supporting the Women in Rail Awards, embedding inclusive behaviours at every level, or aligning their workforce with the communities they serve, they lead by example. Alstom’s belief that diversity is key to innovation and long-term success is something we live and breathe at Rullion as well. That is what makes this award so meaningful. It recognises not just what we have done, but how we have done it together. Monitoring with Purpose, Protecting Privacy Understanding representation begins with the right data. However, how data is used matters just as much as what data is collected. At Rullion, we track ED&I data for both permanent staff and contractors - covering gender, ethnicity, age, disability, sexual orientation and religion. To safeguard privacy, we group insights by function or business unit rather than individual job title. This approach uncovers trends without risking confidentiality. We track ED&I data for both permanent staff and contractors, covering gender, ethnicity, age, disability, sexual orientation, and religion. To safeguard privacy, particularly in niche roles often held by only one or two individuals, we group insights by function, business unit, or client programme rather than individual job titles. This method ensures that the insights are useful while keeping identities anonymous. This approach allows us to identify patterns, address gaps, and measure progress over time. It empowers us to act with intent while protecting the privacy of those we support. As Liz, our ED&I Lead, puts it: “Our strength lies in blending data-led insights with real empathy. This award proves that when we partner purposefully, we make lasting change.” We apply the same rigorous standards internally. Recently, we introduced diversity monitoring across our recruitment processes, tracking candidate data from application to offer. This gives us a clear view of how inclusive our hiring journey is at every stage. Already, we’re seeing actionable insights - from application rates to conversion patterns - that help us identify barriers and implement targeted improvements. With clients, we go even further. Using our CRM system, we track ED&I data throughout the contractor lifecycle. For organisations like Alstom, we’ve developed bespoke Power BI dashboards that reveal real-time trends across gender identity, ethnicity, disability, and more. All data is anonymised and fully aggregated. But this isn’t data for data’s sake. We combine insights with quarterly reporting and practical recommendations, from inclusive attraction strategies to accessible job descriptions and interview support. It’s about making recruitment better for everyone. A Tailored, Client-Centric ED&I Partnership Model Our partnership with Alstom combines real-time diversity dashboards, quarterly data reviews and joint action plans - ensuring every rail project recruits talent that reflects the communities we serve. Every client we work with has different ED&I goals. For some, it is about boosting gender diversity in technical roles. For others, it is about creating more pathways into leadership for underrepresented groups. That is why we never take a one-size-fits-all approach. Instead, we align with each client’s specific reporting standards, terminology, and strategic aims, all while ensuring data handling remains ethical and GDPR-compliant. With Alstom, that partnership model has come to life. From day one, we have worked together to build a data strategy that fits their operational needs and reflects their values. Real-time dashboards help track progress. Our recruitment insights shape decisions. Regular reviews help ensure progress stays on track. That is what inclusive delivery looks like: collaborative, flexible, and grounded in real-world action. Partnership in Practice: Collaborating With Alstom What makes our partnership with Alstom stand out is its clarity of purpose. Together, we have taken steps that go beyond compliance. We shape recruitment strategies, remove barriers, and improve representation across their contractor population. From creating real-time dashboards to tracking candidate demographics, suggesting tangible changes in hiring workflows, and proactively recommending inclusive attraction methods, it is a truly collaborative effort. It has had measurable impact. We have seen improvements in application diversity, candidate progression, and feedback from underrepresented groups. We have worked together to open doors and keep them open. We are not stopping here. Our partnership with Alstom is ongoing, evolving, and focused on what is next. Meet Our ED&I Engine: The Rullion Musketeers Inclusion starts at home. And at Rullion our ED&I Musketeers make inclusion part of everything we do. Since 2021, this volunteer-led workstream has driven our internal ED&I strategy. From coordinating awareness days and designing training resources to gathering colleague feedback and driving cultural change, the Musketeers keep inclusion front and centre. It is not about grand gestures. It is about sustained, everyday action that makes people feel seen, respected, and supported. Here is what we have achieved so far: In 2021 and 2022, we rolled out our first company-wide ED&I survey, launched the ED&I Resource Centre, and aligned monthly activity with national awareness days across race, gender, and disability. In 2023 and 2024, we earned Disability Confident Level 2 status, reinforcing our commitment to accessible and inclusive work environments. In 2024 and 2025, we focused on neurodiversity and social mobility, including dedicated campaigns, learning resources, and a more inclusive approach to internal recruitment. These efforts feed directly into our ED&I 2025 Plan, which outlines clear goals across recruitment, communications, employee engagement, and external partnerships. What’s Next for Rullion & The Rail Sector Being recognised with the Driving Equal Opportunity Award by Alstom is a huge honour. It shows what is possible when shared values and practical action come together. It reminds us that the work does not stop. There is still more to do, more to learn, and more barriers to break down. We are proud of the journey so far and excited about what comes next, not just with Alstom but with every organisation that shares our vision of a more inclusive future. Because inclusion is not a trend. It is the foundation for what comes next. Gareth Smith, Client Services Manager - Alstom: “Winning this award with Alstom shows that inclusive recruitment is not just a nice-to-have, it is necessary to drive productivity on every rail project we collaborate on.” Ready to build a more inclusive, data-driven recruitment strategy? Let us talk about how we can support your ED&I goals and help you create a workforce that reflects your values and communities. Contact us today to start the conversation.