Rosie’s 25+ Years in Rail Contracting: Flexibility & Neurodiversity

Building Talent, Not Buying It: A Smarter Workforce Strategy

Traditional hiring models are increasingly struggling to meet the needs of modern organisations. Many critical infrastructure organisations across sectors like energy, transport, and utilities are hitting the same wall: rising recruitment costs, critical skills shortages, and new hires who struggle to adapt quickly enough to complex working environments. While external recruitment will always have its place, it’s no longer enough on its own. It’s time to consider more balanced, sustainable approaches, like Train to Deploy (TTD), a workforce transformation model that enables organisations to look at retraining and growing the talent they need, reduce risk, and create more resilient teams. What’s broken with the "Buy Talent" Model? For years, the default hiring strategy has been reactive: hire fast, fill the gap, and hope it sticks. But for many organisations, that model is now showing cracks: Niche skills are increasingly hard to find The cost of contingent labour is rising New hires often struggle with cultural fit or lack the hands-on readiness needed Scarcity of Niche Skills Whether it’s engineers in nuclear, software talent in tech, or skilled operatives in mechanical and electrical sectors, niche capabilities are becoming harder to source. As infrastructure projects grow in complexity and the transition to renewables accelerates, demand is far outpacing supply. This skills gap creates a bottleneck for delivery, drives up competition, and increases your exposure to project delays and rising costs. High Recruitment Costs Traditional hiring methods come with a hefty price tag – recruitment agency fees, advertising, vetting all the candidates, and onboarding – they all add up. And when hires don’t work out, the cost of starting over is even higher. In sectors managing large-scale infrastructure or utilities programmes, this cycle of churn can undermine everything from workforce morale to project timelines and long-term planning. Cultural Misalignment Technical expertise doesn’t guarantee success, especially in complex environments like energy sites, control rooms, or high-stake multi-contractor projects. If new hires struggle to adapt culturally or operationally, productivity dips, safety risks rise, and team dynamics suffer. What "Building Talent" Really Looks Like Behaviour-First Hiring Traditional recruitment filters for qualifications and past experience. But this method often misses high-potential individuals who could thrive with the right development. Unlike other Hire Train Deploy models, Rullion’s Train to Deploy solution rethinks what makes someone the right fit and hiring for potential. Using behaviour-first hiring, or a train-to-match approach, Rullion focuses on mindset, adaptability, capability, and learning agility. In sectors like utilities, transport, and rail where on-the-ground collaboration is key, this approach helps to de-risk the process by bringing in talent that aligns with your organisational values, then upskilling or reskilling them in the technical areas your teams actually need. Tailored Technical Development Instead of waiting for the perfect candidate to emerge from the market, organisations can look to invest in upskilling and reskilling their existing teams to meet their specific business needs. Tailored development ensures training mirrors your actual operational requirements, right down to systems, tools, and standards. It’s a core step in delivering effective workforce transformation, ensuring your teams are equipped with the exact capabilities needed to perform and progress. Long-Term Workforce Resilience Organisations that build from within and invest in their people are far more resilient. When employees grow alongside the organisation, they develop deeper institutional knowledge and the ability to flex as priorities shift. This approach promotes long-term retention and creates a stable, adaptable workforce ready to meet future challenges head-on. Why Train to Deploy is Different Custom Workforce Pathways Every business, site, and sector is different. What works in a retail logistics site won’t work in a nuclear-grade facility. Rullion’s TTD model adapts to your reality. They co-design specific training and workforce development pathways which you have full visibility over; this gives you full control in aligning training modules with your unique business objectives and challenges. Rullion does the heavy lifting, and you get work-ready people who have developed the exact skills and knowledge your company needs. A Faster Route to Workforce Readiness One of the key benefits of TTD services is its ability to rapidly prepare employees for new roles. While it may not be about “faster deployment” in the traditional sense, train and deploy solutions offer a quicker route to workforce readiness by focusing on specific, targeted skills development. This leads to a more efficient onboarding process and a workforce that is ready to contribute from day one, without the typical lag time that comes with traditional recruitment. As part of a wider workforce transformation effort, this accelerated readiness helps organisations meet evolving demands without compromising on quality, safety, or team cohesion. It’s a smarter ramp-up for complex environments where getting it right the first-time matters. Social Value and Diversity Built-In A key value of TTD is its ability to break down traditional barriers and broaden access to talent. Rullion believes in inclusion without limits. If someone can demonstrate they’ve got the right mindset and behaviours, then Rullion will build the skillset, regardless of what role or industry that person previously worked in. This means that their Train to Deploy approach is capable of building truly inclusive talent pools, holding the doors open to those with the potential to thrive, regardless of their situation. This is the power of a real workforce transformation strategy, giving organisations the opportunity to do things differently while strategically expanding their talent pool to better reflect the communities and industries they serve. It creates scalable, inclusive, and resilient workforces ready to meet the demands of tomorrow. Building the For the Future, Not Just Today Organisations need more than just quick fixes to their talent challenges. The future of workforce development lies in building talent from within, investing in the potential of existing employees and creating an environment where growth and adaptability thrive. Train to Deploy (TTD) provides a clear, sustainable path to achieving this. It’s a workforce transformation model designed to reduce reliance on external recruitment while building resilient, high-performing teams that keep your organisation ahead of the curve. Want to explore how train to deploy could work for your sector? Visit Rullion’s Train to Deploy solution page or book a discovery call with one of their consultants to see how Rullion can help you get work done.

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