Executive Search

Finding exceptional leaders takes more than posting a job advert. An executive search firm takes a proactive, relationship-led approach to identifying and engaging senior talent before they even think about making a move. It’s built for C-suite recruitment and board-level hires, where discretion, cultural fit and long-term impact are key. At Rullion, this executive search service is led by Asif Salam, Practice Director of Executive Search. Asif works directly with CEOs and board members across the UK and mainland Europe to understand what’s coming next and shape a tailored search. Whether you're hiring a permanent executive or exploring a fractional executive search model, we focus on finding the right person – not just the first available.

Who is Executive Search for?

Executive Search could be the right fit if:

Hiring into the C-Suite is on the horizon

Appointing experienced leaders who can shape strategy and drive performance is essential.

Discretion is non-negotiable

Leadership transitions need to be handled with care and confidentiality.

Access to passive talent is a priority

The best candidates aren’t always actively looking—but they’re open to the right opportunity.

A more tailored, strategic approach is needed

For high-impact roles, a search partner who understands your long-term goals can add real value.

Fractional leadership is under consideration

Senior expertise is needed, without adding a full-time headcount. Our network includes experienced fractional CEOs, CFOs, CPOs, CISO, CTO and more.

What you will get

A dedicated consultant

led by Asif Salam, Practice Director, Executive Search – working directly with senior stakeholders to understand your leadership goals.

Proactive talent mapping

to engage candidates long before they’re on the market.

Sector expertise

across the energy, finance and technology industries, so you get advice that’s relevant and specific.

Real market insight

including salary benchmarks, sector intelligence and leadership trends.

A tailored search strategy

built around your business needs, not a CV database.

Flexible delivery

whether you're hiring in the UK, mainland Europe or further afield.

Why choose us?

Rullion’s Executive Search connects CEOs with proven, high-impact leaders through a discreet, tailored approach built on deep sector insight and trusted relationships.

Agility

We're not held back by layers of process. That means we can approach the right people, quickly.

Personal approach

Strong relationships sit at the heart of what we do. Clients trust us, and so do candidates.

Integrity

Clear, honest communication underpins our principled approach to hiring. It’s why we’re trusted to manage sensitive and confidential executive searches with confidence.

Sector focus

With deep experience in energy, finance and tech, we speak your language.

Proven success

We’ve supported leadership hiring solutions for Europe’s largest nuclear organisation, global leaders in renewables, FTSE 250 firms, and scaling technology businesses across the UK and Europe.

Global outlook

Our executive search network spans the UK and mainland Europe, with plans to grow further. Wherever your next leader is, we’ll find them.

Risk-aware recruitment

A poor leadership hire can stall momentum, cost time and create uncertainty. Our process is designed to get it right, first time.

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

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

CASE STUDY

Reducing Carbon Emissions with Enistic

Reducing Carbon Emissions with Enistic At Rullion, we’re committed to making a real impact on climate change, starting with how we operate. Working across sectors like energy, water, rail, and nuclear, we know that sustainability has to be at the heart of everything we do. That’s why we’ve partnered with carbon accounting experts Enistic to help us go beyond compliance and build a clear, measurable path to net zero. A Smarter Approach to Sustainability With Enistic’s support, we’ve developed a strong Carbon Reduction Plan, aligned with Procurement Policy Note 06/21 (PPN06/21), that covers: ● Accurate tracking of Scope 1, 2, and 3 emissions ● On-site energy audits to uncover savings ● Data-led insights to drive better decisions ● Engagement across our business to make change happen From upgrading our lighting to switching to hybrid and electric vehicles, we’re embedding sustainability into our day-to-day operations and seeing real results. The Impact So Far ● 92,959 kWh energy reduction ● 13 tCO₂e cut in emissions in the last year alone ● Ongoing progress towards our net-zero and wider ESG goals To see how we’re reducing emissions and leading with purpose:

By Rullion on 17 April 2025

RESOURCE

How Veterans Can Help the UK Rail Industry Get Back on Track

There’s a disconnect in UK hiring right now. The rail industry faces a real and growing skills gap, with an ageing workforce, skills shortage, and a looming wave of infrastructure projects demanding boots on the ground. Meanwhile, around 15,000 service leavers exit the British Armed Forces each year. They’re highly skilled, disciplined, and technically skilled. Many have backgrounds like engineering, operations, and logistics that map closely to rail industry jobs. And yet, despite them being one of the most job-ready talent pools in the UK, they’re consistently under-represented in the industry. Why veterans make great rail professionals Veterans bring something that can’t be taught quickly or cheaply: Adaptability across disciplines Highly transferrable skills such as experience with complex systems, machinery, or infrastructure projects Problem-solving in high-pressure environments Resilience and work ethic Team leadership and accountability Traditional hiring methods that focus solely on CV keywords, linear job histories, and narrow industry experience often fail to recognise the broader potential that veterans bring. It’s not a pipeline problem; it’s a pathway problem Recognising this disconnect, we worked with a global rail transport solution company to build a bridge focused on bringing veteran talent into rail industry hiring without forcing them to start from scratch. Our recruiters operated as an extension of the company’s internal team, running the end-to-end process of sourcing to placement and aftercare, co-designing an inclusive hiring programme with the following goals: Targeted outreach to engage with ex-Forces communities and transition support organisations to make sure the right people were reached, not just those already on mainstream job platforms. CV and interview coaching to support service leavers in translating military experience into rail-relevant language. Removing unnecessary barriers throughout the process, streamlining requirements to prioritise transferable skills, mindset, aptitude, and adaptability. Providing clear training and onboarding pathways to ensure a smooth transition into the commercial, regulated rail environment. How you can start building your own bridge If you want to address the UK rail skills gap and open pathways for diverse workers, such as veterans, you have to revisit your strategy. Here’s what we’ve learned: Rethink your entry requirements Take a closer look at your job specs. Are you filtering out strong candidates by asking for “X years in rail” or a specific degree that isn’t essential to the role? Refocus on the skills and behaviour that matter. You’ll find this will broaden your talent pool to those who have the qualities and highly transferable skills you’re looking for. Invest in structured training and onboarding Veterans don’t need handholding, but like most new hires, they will need direction. With the right support in place – clear expectations, practical onboarding, and access to upskilling – you’ll help them close any knowledge gaps and boost their confidence, which will help them transition into their new role quicker. Build partnerships that open doors There are many amazing organisations like Bridge of Hope, 55/Redefined, The Back to Work (B2W) Group, Shaw Trust, and The Career Transition Partnership (CTP) that make the world of work more accessible. They specialise in supporting under-represented or overlooked talent, including veterans, and can help you build an inclusive hiring pipeline you may not have otherwise crossed paths with. Ready to look beyond the usual CV? Building skilled, diverse teams in rail doesn’t have to be a challenge. With the right strategy, you can bring in experienced, adaptable professionals, including veterans, who are ready to step in and make an impact. Whether you need to upskill talent through our Train to Deploy solution or want to hand over hiring with our trusted RPO model, our workforce solutions are built to help you get work done.Book a discovery session with our team to explore how we can help you find, train, and place the right people.

By Rullion on 16 April 2025

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