Train to Deploy (TTD)

Train to Deploy programmes deliver the flexible, accredited skills your business needs, without the responsibility and cost of managing the learning and development journeys of early-in-career talent. For a single, all-in fee, we transform high-potential candidates into high-impact colleagues.

We recruit and assess diverse talent and employ them from day one. We set up bespoke training pathways to develop the technical and digital skills they need to hit the ground running. Throughout their placement, we provide ongoing coaching and mentoring. After their deployment, our trained talent either join your team permanently (often at no cost to you) or are redeployed.

Who is it for?

You need a Train to Deploy programme if

Skills shortages are impacting your recruitment

When you struggle to find candidates with the right skills, TTD provides a tailored solution, training candidates specifically for your business needs

Hiring costs are rising due to talent scarcity

Avoid competing for high-cost talent in a competitive market. TTD develops talent in a cost-effective way, with training aligned to your exact requirements.

You want to promote diversity within your workforce

TTD focuses on bringing in candidates from underrepresented groups, supporting your diversity, equity, and inclusion goals.

Traditional training programmes don’t meet your needs

General training often misses the mark. TTD provides tailored training based on specific learning styles and the skills your business requires.

You’re seeking a flexible, scalable solution

Whether your hiring needs fluctuate or evolve, TTD offers the flexibility to adjust recruitment efforts as required.

What you will get

A Match to Train approach

Candidates are behaviourally matched to your company before training begins, ensuring a perfect fit for your culture and values.

Pre-screened, high-potential candidates

We carefully assess every candidate using psychometric testing to ensure they align with your company’s behavioural and performance expectations.

Customised training programmes

Each training pathway is designed for your business needs, ensuring candidates gain the skills they need to succeed from day one.

Long-term retention

Candidates trained through TTD are more likely to stay, reducing turnover and improving overall workforce stability.

Retain critical skills

The training pathways are carefully designed to turn candidates into colleagues, the aim is to train for employment, should you wish to retain a trained colleague after their deployment you can do so

Why choose us?

Experts in Critical Infrastructure, with tips and tricks on how to maximize transferrable skills and open up the talent pool.

Efficiency

We reduce the time and effort needed to find, hire, and train candidates, helping you save on recruitment costs.

Social purpose

Our processes align with your CSR and ED&I goals, helping you build a sustainable and inclusive workforce

Cost savings

Our model delivers culturally aligned, behaviourally suited candidates who stay longer, lowering long-term hiring costs.

Flexibility

Where future demand is uncertain, you get to the skills you need now without the long-term commitment of a permanent hire.

Compliance

We ensure all hires meet the specific regulatory training requirements of your industry, keeping you compliant.

Get started

Unlock the full potential of your business with our expert and bespoke solutions. We have yet to meet a recruitment need we can't solve.

Testimonials

What our customers say about us

A big thankyou to the best Engineering recruitment company that I have the pleasure of working with. Rullion, you are great!

Andrew Torn - General Manager at Siemens

I just wanted to say how incredible the Rullion team have been. They take real ownership of each task, proactively look for better ways of working, and have been a real asset to EDF energy. The professionalism and organisations skills of the Rullion account managers have been first class, he has provided a great sense of calm in moments of crisis and has been a fantastic ambassador for Rullion.

Clare Hatchard - Recruitment Manager, EDF Energy

Overall, both KAEFER and our candidates have had a positive experience with Rullion. The system has notably improved and streamlined our onboarding process.

Esme R - KAEFER

My experience with Rullion has been very positive. The team are proactive, very knowledgeable and help keep us on track. Any potential issues were quickly and efficiently resolved with excellent communication. The team are very professional and a pleasure to work with. The implementation was a success; we managed to achieve our objectives and go-live on time with no issues.

John Pitrolino - Global Senior Category Manager at E.On

It's been a pleasure to have Lucy working on my recruitment, she has been very open with everything throughout the process, has always replied to my numerous emails and is always professional - very rare now within the recruitment business!

John Walker - Rail Project Manager at Sizewell C

The Rullion team are absolutely nailing my requirements in terms of the calibre of people I need! It really makes it easy for me.

Kuldip NiJar - Cash and Banking Manager at Co-Op

The standard of the staff has been excellent throughout and the support we receive from Rullion has been fabulous to date. All issues that have arisen have been resolved efficiently and without delay.

Pete M - Siemens Mobility Ltd

It is very evident that your team is not just a service provider to us but have quickly become a trusted extension of our own team.

Savin Sathyanath - Head of Talent at Siemens Mobility

Discover success stories

What's on our mind?

Insights and tips on some of your most burning questions

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.

By Rullion on 22 May 2025

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

In today’s evolving workforce, partnering with organisations that understand your goals and genuinely support you makes all the difference. Rosie McAvoy, a long-time contractor in the UK rail industry, recently sat down with Rebecca Boniface, Senior Account Manager at Rullion, to share how her collaboration with Rullion has shaped her journey, personally and professionally. Her experience highlights how tailored flexibility and inclusive practices can empower neurodivergent individuals to thrive in major rail projects and beyond. Embracing Neurodiversity in Rail Early Challenges & Diagnosis Rosie has been diagnosed with autism and ADHD. Like many neurodivergent professionals, she faced obstacles that others may not fully understand. Early in her career, Rosie struggled to find workplaces that understood neurodiversity. Without support, she felt like just another number. “I didn’t always get the support I needed early on in my career. It was difficult to navigate spaces that didn’t truly understand neurodiversity.” Finding Support with Rullion Everything changed when Rosie began working with Rullion. She found the flexibility and respect she had been missing, which allowed her to thrive. “Rullion has always made sure I feel valued and supported. I never feel like I’m just filling a role. My skills and contributions are recognised, and that makes a huge difference.” Why Contracting Works for Rosie Freedom to Explore New Skills Contracting gave Rosie freedom, freedom to try new roles and expand her skill set. “Contracting has been ideal for me. It allowed me to move into a new industry, rail, without having prior experience. I started with roles I never thought I could do - high-voltage systems, pneumatic systems, even bogies - and Rullion supported me every step of the way.” High-Profile Projects: From Eurostar to West Coast Rosie has worked on major rail projects including the Eurotunnel Shuttle and West Coast Mainline, contracting through Rullion and contributing her expertise to leading firms like Alstom. Rullion’s flexible approach helped her confidently tackle roles outside her comfort zone, while ensuring she had the right support at every stage. “Even though contracting can be seen as more precarious, I’ve never felt insecure. Rullion’s support has made all the difference.” Building Confidence & Inclusion Open Conversations & Accommodations One of the biggest turning points in Rosie’s career has been her ability to openly discuss her neurodivergence at work. “I’ve been able to talk about my autism and ADHD in the workplace - something I couldn’t do in previous roles. Rullion has truly supported me in being open about my differences, which has been a game-changer in my professional and personal life.” Rosie is also an advocate for wider inclusion, supporting LGBTQ+ and women's groups, and encouraging greater gender diversity across engineering. Thriving in a Neurodiverse Team By fostering a workplace that embraces neurodiversity, Rosie has felt empowered to contribute her best ideas - without masking or fear of judgement. “Being part of a team that values differences means everything. I can bring my full self to work and know that I’ll be respected.” Looking to the Future When asked about her future plans, Rosie keeps things open, by design. “I don’t want to set anything specific. If a new opportunity comes along, I’d take it. That’s the beauty of contracting.” With an open mindset and adaptability, this has led to international job offers, from New York to Australia. But what stands out most is the satisfaction she’s found in her work. “I’m content - and I never thought I’d get to that point. That’s a great feeling.” Why Rullion Works Rosie credits Rullion’s human approach for helping her stay empowered and supported, no matter the challenge. “It’s a big company, but I’ve never felt like a number. I’ve always had interpersonal relationships and understanding from the team.” Join the Rullion Network Looking for your next opportunity? The job market is evolving, but with the right mindset, skills, and support, this could be the perfect time to grow your career. Whether you're looking for a short-term contract, a long-term project, a full-time role, or a new direction in your industry, we're here to help you unlock your potential. To learn more about the rail opportunities we offer, visit our Rail Industry page. Explore jobs built for your next move: https://www.rullion.co.uk/jobs/

By Rullion on 22 May 2025

RESOURCE

National Insurance Changes in 2025: What Jobseekers Need to Know

From April 2025, important changes to National Insurance (NI) contributions came into effect across the UK, shaping how employers manage costs and plan their workforce. Even though NI doesn’t reduce take-home pay, these changes shape which roles employers fund and how fast they hire. While these updates impact businesses directly, they can also influence how and when job opportunities are created (especially in sectors like critical infrastructure, where demand remains high). To help prepare, we spoke with Gareth Smith, Client Services Manager at Rullion, who shares his expert view on what these shifts mean for the job market and how jobseekers can stay ahead. What’s Changed? Two key changes were introduced in April: Employer National Insurance contributions increased from 13.8% to 15% The earnings threshold for employer contributions dropped from £9,100 to £5,000 While these changes don’t directly affect your take-home pay, they do impact how companies' budget for new hires. “It won’t directly change what jobseekers take home,” Gareth explains, “but it will affect how businesses plan and manage their hiring budgets.” How This Could Impact You Short-Term: More Careful Planning Around Hiring According to Gareth, the immediate effect could be a slightly more cautious approach to recruitment as organisations adjust their budgets. “It could probably lead to slower hiring,” he says. “So roles being signed off a little bit slower... seeing how they can operate with reduced headcount.” This doesn’t mean fewer opportunities, it simply means employers may take more time to assess their needs before creating or approving roles. This places greater importance on making your application stand out. Long-Term: Flexibility and Contract Roles on the Rise Gareth expects a gradual shift towards contract and project-based roles as businesses look for flexible ways to manage workforce costs. “Businesses may prefer bringing people in on temporary contracts or project-based roles... because they will know exactly how much that is costing over a certain period of time.” These roles offer employers more control, while giving jobseekers the chance to work across different projects, companies, and sectors, especially in fast-paced industries like energy, utilities, and transport. Three Ways to Stay Competitive 1. Upskill with digital, project-management or technical training. Gareth believes that self-development will be even more important in the months ahead. “There always should be an emphasis on candidates and people upskilling themselves,” he says. “But I think there will be more of an emphasis on this in areas with high demand - digital tools, project managing, emerging technologies.” He also suggests taking advantage of free seminars, webinars, and training programmes that can add practical value to your application. “If somebody is applying for a role… I’d be looking at what is the next step for me,” he says. “Could I be doing an electrical engineering discipline or qualification in the background?” Even if you’re in work now, small steps toward certifications or cross-skilling can pay off in future opportunities. 2. Plan your next assignment before your current one ends. Contract roles shouldn’t be seen as stopgaps. Gareth encourages thinking several steps ahead. “Not waiting until the assignment is coming to an end... start planning ahead... what if I get a project for eight months or an assignment for eight months, what can I do after that?” This mindset helps build momentum and avoids gaps between roles, especially if you're working on temporary or fixed-term assignments. 3. Network on LinkedIn, at fairs, and via referrals. LinkedIn, job fairs, and referral networks all remain powerful tools. Gareth notes that sometimes the best approach is going “old school” and picking up the phone. Many of the best placements come from a simple conversation or introduction. “We do it a lot within my team - a lot of referral candidates. Somebody will ring us and say, ‘I’ve got a friend I work with [on another project], have you got any roles coming up?’” Whether it’s a past colleague, industry contact, or recruiter, those conversations often lead to opportunities you might not find on job boards. Why This Could Be a Positive Shift Change can feel uncertain, but for jobseekers, this moment offers a chance to take control of your career path. The rise in employer NI contributions means businesses are valuing flexibility, prioritising key skills, and investing in those who can grow with them. Rullion continues to support jobseekers at every stage; from first-time placements to long-term career growth across the critical infrastructure sector. “If your assignment is coming to an end in a month... can we support them into their next role with our different customers?” he adds. “That’s what we’re always thinking about.” Take the Next Step in Your Career The job market is evolving, but with the right mindset, skills, and support, this could be the perfect time to grow your career. Whether you're looking for a short-term contract, a long-term project, a full-time role, or a new direction in your industry, we're here to help you unlock your potential. Explore jobs built for your next move: https://www.rullion.co.uk/jobs/ -- Watch the full interview below: In this video, Gareth explains how April 2025’s NI rate rise and threshold changes affect your job hunt.

By Rullion on 21 May 2025

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