Transport / Rail

6 Key Considerations When Changing Your MSP Provider

Changing your MSP provider is a significant decision that can impact the management of your contingent workforce. Whether you're unhappy with the service, nearing the end of your contract, or simply exploring other options, there are several key factors to consider before making the switch. From understanding your contract and technology needs to planning for a smooth implementation, this guide covers the crucial aspects to ensure you choose the right MSP and make the transition as seamless as possible. For organisations that rely heavily on a contingent workforce, selecting the right MSP provider is critical. By carefully considering these six key factors, you can minimise disruption, reduce risk, and ensure that your new MSP can support your operational goals. Why Change Your MSP Provider? Assessing Your Contract and Exit Clauses Technology Considerations for Transition Impact of Changing Your Account Team Building a Strong Business Case for Change Successful Implementation and Communication Strategies Why Change Your MSP Provider? Before making a change, it’s important to first understand why you’re considering switching your Managed Service Provider (MSP). Are you dissatisfied with the level of service you’re receiving? Do you find that your current MSP doesn’t provide enough flexibility or efficiency in managing your contingent workforce? Key questions to ask include: Are you struggling with a lack of visibility or control over workforce spend? Is your current MSP unable to deliver in terms of compliance and risk management? Do you feel that your current provider lacks access to specialised talent, leaving you with recruitment challenges? Are your workforce strategies reactive, rather than proactive? For example, in industries like Energy and Utilities, workforce compliance and access to skilled labour are paramount. An MSP can help streamline compliance management while providing access to a broader pool of specialised workers. Similarly, in the Transport & Rail sector, workforce scalability and cost management can be a major challenge, making an MSP a valuable solution to optimise these areas. Having clarity on these points will not only help you articulate what you need but also ensure that the MSP you choose is better equipped to meet your goals. If you’re unsure, it might be worth speaking to a few MSP providers to understand how their services differ and which one can meet your unique needs. Assessing Your Contract and Exit Clauses Once you’ve established why you want to make the change, it’s time to turn your attention to your current MSP contract. Thoroughly review the terms of the agreement, specifically focusing on exit clauses. A strong contract will usually have an exit management section that outlines the steps for transitioning to a new provider. In particular, it’s crucial to understand: The notice period required for termination The responsibilities of the current provider during the transition Whether there are any penalties or fees for early termination The exit process can be complicated, especially if your MSP uses proprietary technology or has specific arrangements with suppliers. Make sure you’re clear on what happens with the current workforce, especially any contingent workers who may transition to a new MSP. Technology Considerations for Transition Technology is at the heart of efficient contingent workforce management. A well-integrated Vendor Management System (VMS) can help you track performance, manage workers, and ensure compliance with regulations. However, if your current MSP is using a proprietary or heavily customised system, you may not be able to keep it when switching to a new provider. Even with third-party technology, compatibility and transition agreements should be clearly understood before making the change. Key Technology Considerations: Proprietary VMS: If your current MSP uses a proprietary system, confirm whether this technology can be transferred to a new provider or if you’ll need to switch to a new platform. Customisation: Some MSPs spend significant resources customising their VMS for your business. Be sure to clarify whether your new provider can retain or adapt the custom features you rely on. Integration: Make sure that any new system integrates well with your existing HR, payroll, or finance systems to ensure smooth operations during the transition. Switching to an MSP with an updated, more advanced system can provide improved visibility, better compliance management, and more efficient recruitment processes. But it's essential to evaluate whether this will cause disruptions or require extra training for your team. Additionally, ensure the technology supports real-time data and robust reporting tools, especially in sectors like Tech or Energy, where data insights drive strategic decision-making. This added visibility will enhance operational efficiency and ensure better cost control. Impact of Changing Your Account Team One aspect often overlooked when switching MSP providers is the impact on your account team. It’s easy to assume that your existing account manager or team will transition with you, but this may not always be the case. Understanding TUPE (Transfer of Undertakings Protection of Employment): In some cases, the account team may be eligible for transfer under TUPE regulations. However, this doesn’t guarantee that the account team will remain with your new provider. They may opt to stay with your current MSP, move to another opportunity within their business, or leave the company entirely. It’s important to discuss this with both your outgoing and incoming MSPs so you have a clear understanding of who will be managing your account post-transition. An experienced team that knows your business can smooth the transition and provide continuity. Building a Strong Business Case for Change Switching MSP providers is a significant move, so it’s crucial to build a strong business case before taking the plunge. Engaging all key stakeholders in the process - from procurement and HR to finance and operations - is essential to ensuring that everyone is on board. When building your case, consider: Stakeholder feedback: Gather insights from teams who interact with the MSP regularly to understand what’s working well and what isn’t. Clear goals: Set clear objectives for what you want from a new MSP, such as better compliance, improved cost management, or access to a wider talent pool. Cost-benefit analysis: Weigh the costs of switching providers (such as transition expenses, implementation, and potential downtime) against the long-term benefits that a new MSP could provide. Involving all relevant teams early on ensures that everyone has a say and helps mitigate resistance to change down the line. A collaborative approach leads to a more effective transition and a smoother process overall. Successful Implementation and Communication Strategies Successful implementation requires careful planning and coordination across multiple stakeholders. The first step is to define clear roles and responsibilities, ensuring that everyone understands what is expected during the transition. Key factors to consider: Stakeholder involvement: Identify key individuals who will be responsible for managing the transition, such as project managers or team leads from HR, procurement, finance, and IT. Clear communication plan: A detailed communication strategy is vital to keeping all stakeholders informed about the progress of the transition. This includes informing your hiring managers, contingent workforce, and internal staff about the changes. Regular updates: Set up regular implementation meetings and establish a steering group to oversee the transition process, ensuring that issues are addressed promptly and that everyone is aligned on the timeline. Business Continuity At Rullion, we prioritise business continuity during transitions. Through careful planning and project management, we ensure that operations remain smooth with minimal disruption. Any potential risks are addressed proactively, ensuring that your business remains on track throughout the transition process. Effective communication helps to minimise disruptions and ensures that all parties are prepared for the change. Additionally, by communicating early and often, you’ll reduce the risk of uncertainty and dissatisfaction among your workers. Conclusion Changing your MSP provider doesn’t need to be a painful process if approached with careful planning and thoughtful consideration. By taking the time to assess your reasons for making the change, reviewing your contract, evaluating technology needs, and ensuring proper stakeholder engagement, you can ensure a smoother transition that benefits your organisation in the long run. If you're ready to explore how Rullion’s MSP services can support your business, visit our MSP solution page or book a discovery call with one of our consultants today.

Regenerating Futures: NWG Innovation Festival 2025

Supporting young talent through practical, people-first sessions More than 300 students joined the Young Citizens Work Experience Festival and regenerating your future (for young people not in education, employment, or training). These sessions were designed to bring early careers support to life – with interactive, inclusive activities focused on skills-building and collaboration. Rullion helped co-host Young Citizens Work Experience Festival, a series of energetic, Dragon’s Den-style workshops. Students in Years 10 and 11 worked in small groups to create ideas that could improve water sustainability or reduce waste. They then pitched their solutions back to the group. Some standout ideas by the students included: An app that tracks water usage and rewards you with money off your bill Robot mice that detect pipe blockages underground Timed shower tools to reduce water consumption Rainwater tanks on school roofs for reuse School-wide recycling schemes for plastic and liquid waste The students brought imagination and fresh thinking to every session. "They helped me go away with ideas. They're always thinking differently. I came hoping to inspire them, but they inspired me." — Dan Crerand, Train to Deploy Director Over 240 staff hours were invested by Rullion across the week, with team members adapting every session to the personalities and needs of each school group. That flexibility made a real difference. "You don’t know who’s walking through the door. But within minutes, you see the collaboration. Even the quieter students start feeding in great ideas." — Tracy Hands, Client Services Director A true festival feel: Innovation in action at Newcastle Racecourse The Innovation Festival 2025 took place at Newcastle Racecourse from 7–10 July. This wasn’t your typical conference. The event had a genuine festival feel, blending forward-thinking innovation with outdoor fun and community spirit. Over 3,000 innovators from 37 countries and 500 organisations attended the event, spanning 45 sectors. The festival theme of "regeneration" brought together people and ideas aimed at rebuilding infrastructure, ecosystems, and economies for a more resilient future. Attendees were treated to a range of experiences, including: Delicious food stands serving mini pancakes, crumble, and more Picnic areas for networking over lunch A volleyball court and green space for team games Live entertainment and wellbeing activities The “Daily Dash” – a guided morning session focused on connection, creativity, and problem-solving – as well as full day sprints Headphones were used during sessions – not for silent discos, but to ensure everyone could hear clearly without raised voices. Each speaker used a mic ball passed around the room, keeping the tone interactive and relaxed. There was no shortage of star power either. Daily guest speakers included: Emma Hardy, Water Minister George Clarke, architect and TV presenter Simon Reeve, broadcaster and adventurer Priya Lakhani, tech entrepreneur and AI expert The entire venue buzzed with ideas and energy. From structured sprints and hands-on hacks to live panels and immersive demos, the atmosphere encouraged curiosity and collaboration. “Lots of people, lots of chatter, lots of fun activities... it’s just a really fun environment that allows that innovation and creativity.” – Tracy Hands, Client Services Director Diversity, inclusion, and social impact in action Rullion’s presence wasn’t limited to youth workshops. Team members also took part in the Women in STEM event, celebrating representation and allyship in the utilities sector. "There’s a real pursuit of equality here. It’s about empowering everyone to be the best version of themselves." — Emma Martinez, Client Solutions Manager The festival had a unique energy. It offered hands-on sprints, real-world challenges, and insightful talks. Young people, clients, and partners shared ideas, built relationships, and worked toward a common goal. They imagined a better, more sustainable future for water. "I absolutely love coming to this event. I remember driving home last year and feeling like my soul had been filled up." — Sinead Scott, Client Services Manager Spotlight: Building a more inclusive utilities workforce The utilities sector is undergoing rapid transformation. It faces growing pressures from climate change, digital disruption, and an ageing workforce. According to a report by Energy & Utility Skills, 277,000 new recruits will be needed by 2029 to fill skills gaps across the UK’s energy and water infrastructure (source). In this environment, engaging early talent isn’t optional – it’s essential. Events like the NWG Innovation Festival help address these challenges head-on. Rullion’s participation shows what’s possible when recruitment goes beyond filling roles. It becomes a driver for: Future-ready skill development Inclusive hiring pathways Social mobility and confidence-building Strategic workforce sustainability Why collaboration fuels innovation The festival’s sprint methodology mirrors approaches pioneered by Google Ventures, using time-boxed design sessions to solve complex problems. It works. "It’s all about people. Everyone's pulling in the same direction, focused on making things better." — Emma Martinez, Client Solutions Manager In Rullion’s work supporting digital transformation in utilities, we see the same pattern. When clients, partners, and communities come together, challenges turn into ideas. Ideas turn into impact. Learn more about our Managed Service Programme (MSP) designed specifically for the utilities sector. Driving digital transformation in water Digital innovation is reshaping the utilities sector. And water companies like Northumbrian Water are leading the way. From data-led asset management to AI-powered leak detection, they’re investing in technology to increase efficiency, resilience, and customer experience. One key area of focus has been the use of digital twins – virtual models of physical infrastructure – to improve planning and maintenance. These models help reduce service disruptions and prioritise investment where it’s needed most. Another priority is cloud migration. Northumbrian Water has made strong progress moving its core systems to cloud-based platforms, enabling better data sharing, faster analytics, and more flexible working environments. These changes don’t happen in isolation. They rely on skilled digital talent, from developers and engineers to data analysts and cybersecurity experts. Rullion’s MSP delivery helps support these goals by sourcing and managing high-calibre digital contractors across Northumbrian Water’s sites. Since January 2025, we’ve delivered: Cloud and DevOps professionals Cybersecurity consultants Data analysts and scientists SAP and ERP specialists As utilities become more tech-led, digital transformation in water will depend on recruitment that’s agile, strategic, and values-driven. The value of early careers initiatives According to the Learning & Work Institute, employer engagement in early careers significantly improves long-term employment outcomes for young people (source). And it's not just about future employees, it benefits businesses too: Builds a stronger talent pipeline Supports diversity and social value metrics Boosts employer brand and stakeholder relationships That’s why Rullion offers services like Train to Deploy, which help clients close skills gaps through customised early-career pathways. Making the case for social value in recruitment Clients across the utilities sector are increasingly expected to deliver measurable social value as part of their projects. This means community investment, inclusive hiring, and long-term legacy planning. The NWG Innovation Festival helps put these principles into practice. It connects suppliers and partners with real people – the future workforce – and gives them a chance to make an immediate, visible difference. This kind of engagement isn’t just a nice-to-have. It’s quickly becoming a commercial requirement, especially for those bidding on regulated frameworks or public sector contracts. Social value can be embedded through recruitment when agencies: Run local employability or mentoring workshops Help employers diversify their pipelines Track and report outcomes tied to education or skills development Rullion has experience delivering this within MSP and direct delivery models. Learn how our Utilities sector services embed social value into workforce planning. From ideas to action: What’s next? The impact of the Innovation Festival goes beyond one week. It adds to a longer-term movement across the water and utilities jobs market. A movement towards smarter, more inclusive, and more collaborative workforce solutions. If you're looking to: Strengthen your pipeline of future-ready talent Improve inclusion in utilities recruitment Connect your business with next-gen thinkers Get Work Done We're here to help. Start by exploring our Utilities sector services or get in touch to talk directly to our team. See the energy for yourself Watch our team in action at the Innovation Festival:

5 Signs Your Workforce Needs a Train to Deploy Strategy

You need a Train to Deploy Strategy when you find yourself: Rehiring the same roles repeatedly Staring down a retirement cliff Watching time-to-hire stall delivery Falling behind on diversity and social value Working with out of sync training providers Train to Deploy, often referred to as a Hire Train Deploy or a Recruit Train Deploy model, is a workforce transformation solution where a provider designs, delivers, and deploys role-specific training up front, helping you plug skills gaps, onboard faster, and build work-ready teams from day one. This is typically done by bringing in transferable talent from adjacent sectors, reskilling deployed contractors, or hiring and training new external candidates aligned with your business goals. Most organisations don’t always realise when they’re ready for a Train to Deploy (TTD) strategy. The signs build gradually. Recruitment pressures intensify quietly. Talent pools shrink. Skills gaps start to feel permanent. And the tools that once worked – your job boards, agencies, and graduate deployment schemes – no longer deliver the talent or speed you need. If any of this feels familiar, you're not without options. A Train to Deploy strategy can help you rebuild confidence in your workforce plan, expand your reach, and reduce the hidden costs of reactive hiring. It’s one of the most effective ways to evolve your talent pipeline strategy to build scalable, work-ready teams. Here are five signs that now might be the right time to make the shift. 1. You’re Rehiring the Same Roles Repeatedly When roles start to become revolving doors, it’s often a sign that the problem isn’t just recruitment; it’s readiness. High turnover in key positions can point to poor role fit, lack of structured development, or unclear progression pathways. It burns through recruitment budgets, disrupts project continuity, and stalls long-term growth. TTD flips the traditional model on its head. Instead of waiting for the “right” person to appear, you develop the capabilities you need within the people you hire or redeploy from day one. Rullion’s match-to-train approach directly addresses the root cause by designing role-specific training and onboarding ahead of deployment, ensuring the people coming into your organisation are better equipped, aligned, and more likely to stay. You’re building the talent you need, sustainably. 2. You’re Staring Down a Retirement Cliff In critical infrastructure sectors, retirements are accelerating. In the UK energy and utilities sectors alone, 37% of the workforce will retire by 2030 – that’s around 168,400 vacancies that will need to be filled. And with them, decades of knowledge are walking out the door. Our train and deploy solution bridges that gap before it opens. We help you upskill successors, build structured handovers, and onboard people who can shadow, learn, and grow into critical roles. We make sure that expertise isn’t lost. It’s transferred, evolved, and retained. 3. You’re Watching Time-to-Hire Stall Delivery Every week you wait for a hire to land is a week your teams aren’t delivering. In project-based environments, those delays cascade into missed milestones, overstretched teams, and lost momentum. A Hire Train Deploy strategy eliminates that lag. With custom training and onboarding ahead of deployment, candidates arrive equipped with the technical and behavioural readiness to contribute from day one. That upfront investment in preparation pays dividends in retention, and not just in performance. When new hires feel supported, skilled, and set up to succeed, they’re far more likely to stay. 4. You’re Falling Behind on Your Diversity and Social Value Goals Most organisations have diversity targets and social value commitments, but traditional hiring often reaches the same narrow pools in the same ways. Rullion’s Train to Deploy solution is built around inclusion without limits. If someone shows the right mindset, behaviours, and potential, we build the skillset, regardless of their background or circumstance. We don’t tick boxes or run generic ED&I programmes. We focus on opening doors to those with potential and create genuinely inclusive talent pipelines that reflect the communities you serve. 5. Your Training Providers Feel Out of Sync As your organisation adapts to new technologies, delivery models, and regulatory changes, you need learning partners that can evolve just as fast. But many traditional training providers are slow to respond. Courses feel outdated, generic, or disconnected from the realities your teams face day-to-day. This disconnect leads to wasted investment, delayed impact, and talent that still isn’t ready for the job. If your current provision feels out of sync, Rullion’s Train to Deploy strategy gives you control. You co-design the training journey to reflect your systems, tools, and standards, and we manage delivery, acting as the conduit between you and the training providers. We help embed learning into your operating model, whether through bespoke external programmes or scaling your own internal training. Making sure your people are learning what matters and applying it from day one. Recognising the Signs Every workforce challenge is an opportunity to rethink the way things have always been done. If any of these signs sound familiar, it may be time to reassess your approach. A Train to Deploy strategy offers a more proactive path, helping you build the skills, teams, and resilience you need to grow. Shift from reactive hiring to long-term capability building. And get ahead of change before talent gaps hold you back. Helping you get work done Visit our Train to Deploy solution page to see how a Train to Deploy strategy could work for your organisation or book a discovery call with one of our consultants.