Clients

about ganymede

Ganymede specialise in recruiting the best technical and engineering talent and providing complete workforce solutions to help build and maintain infrastructure and transportation for a wide range of UK clients.

As part of the RTC Group, an AIM-listed recruitment group, Ganymede is a market leader in providing a diverse range of people solutions to the rail, energy, construction, highways and transportation sectors.

With offices strategically located across the country, we provide our clients with the benefit of a national network of skilled personnel combined with local expertise. We currently have over 1,500 skilled staff currently deployed across the country on a daily basis.

We tailor our solutions to suit our client needs. Whether it’s recruiting permanent and temporary technical, engineering and safety-critical roles or providing fully managed workforce solutions of recruitment, training, account management, contingent labour and fleet provision, we work closely with our clients to understand their requirements, keeping their goals in mind every step of the way.

OUR SERVICES

Labour Supply

Our contingent labour services include the recruitment, training and workforce management of safety-critical personnel from our strategically located offices across the UK.

Contract Recruitment

As well as compliant contract recruitment, we provide payroll solutions and a unique IR35 assessment service designed to protect our clients and contractors.

Permanent Recruitment

Ganymede's permanent recruitment processes help you find the best talent for your business and is backed up by our market-leading two year guarantee.

Executive Search

Our executive search service is completely tailored to the needs of your business. Added extras include advanced screening processes and psychometric testing.

OUR VALUES

Ganymede’s core values define what we stand for and how we do things, helping us to provide the best possible service to our clients and candidates and maintain a healthy working environment for our employees.

Socially Responsible

We care about local communities and are committed to attracting and retaining diverse talent. We strive to support charities and good causes and take care of the environment by operating ethically and sustainably.

People Are Our Passion

People are at the heart of everything we do. Through our in-depth recruitment processes, we attract, develop and retain the best people, supporting our clients to deliver projects safely and efficiently.

Taking Pride

Every action taken by the organisation is done with skill, care and pride in mind. This ensures that every level of the organisation is accountable and provides the best possible service.

Delivering Excellence

By continually building upon our vast industry knowledge and working collaboratively with our clients, we always deliver first-class, innovative and tailored solutions with our client goals in mind.

Safety First, Safety Always

Safety is at the forefront of our business operations. Awareness and continuous improvement eliminates complacency and ensures we keep our workforce, industry colleagues and communities safe.

OUR sectors

2 YEAR GUARANTEE

Like many other recruiters, our rebate scheme promises to provide you with a completely free replacement

within 8 weeks. However, nothing we do at Ganymede is standard, and that includes our extended recruitment

guarantee. The Ganymede guarantee enables you to hire with confidence in the knowledge that your recruitment

partner has a vested interest in your success.

BUSINESSES WE WORK WITH

Case Studies

Employer Branding, Attraction and Engagement

What message does your organisation’s recruitment and onboarding activity directly or indirectly communicate about your business?“Employees are our greatest assets”… yet if we have learned nothing else over the last 2 years, what we can clearly see is that, unlike assets, people cannot be bought. Whilst salaries are clearly important (particularly with rapidly rising costs of living), we can all understand that people look for far more than this in deciding where and who they wish to work with.The supposed shift in what people now look for in their employment; flexibility, autonomy, remote working options, outcomes vs outputs, employer concern – is less so a shift, in my opinion, rather an unveiling of the truth, supported by two years of evidence that ‘traditional’ attitudes to working arrangements were easily updated.February 24th was ‘Covid-19 Freedom Day’ in England, where all coronavirus restrictions were lifted, with pressure building for the rest of the UK to follow suit. Hopefully we will all be returning to normal!The question is, what is normal in the workplace in 2022? This is a critical question for organisations to answer and to decide which of the measures they implemented during the pandemic were temporary and which were transformative. And whatever is decided upon must consider the impact it will have on being able to attract and retain the critical talent required to capitalise on the growth opportunities ahead.An organisation’s employees are MUCH more than assets. They need to be attracted and retained with clear benefits that reflect their personal goals and values. These need to be evident in your organisation’s proposition from the very first interaction a prospective employee has with you. Cast your minds back to pre-2020 and you may recall that many sectors were reporting critical skills shortages – the Department for Education’s Skills Needs Survey estimated 210,000 skills-shortage vacancies in the UK in 2019, up 147% from 2011 – this isn’t a situation that has improved! As such, recruitment activity needs to be modernised, focussing upon the candidate (customer) experience to enable you to succeed in hiring the best people for your business.How can your recruitment partner play its part?Quite often the very first interaction a prospective employee has with you, is courtesy of your recruitment partner. How well equipped is that partner to represent your brand? How clear is that partner on the attitudes, behaviours and skills required in candidates to correctly identify who will truly be successful in the role? And how confident are you that your recruitment partner can encourage those candidates to entertain a career opportunity with you?The ONS recently reported a UK record high of 1.2million unfilled vacancies (my colleague Christian Addison’s blog references this here) – competition for talent is as fierce as ever.So, in addition to ensuring your proposition to prospective employees is clear and that your own recruitment activity reflects your organisational values and how you wish to be perceived by future employees, it is imperative that you choose the correct recruitment partner and work with them as a partner to deliver the same.To ensure your recruitment partner positively impacts your brand to your potential new recruits ask yourself whether they are….Defining / re-defining value propositions for individual roles, providing candidates with valuable information about an opportunity beyond a job descriptionAgreeing upon attraction strategy, advertising media and routes to market for target audience, to ensure our clients have the greatest reach to the highest calibre candidatesIntegrating digital solutions to inject pace and accuracy into the selection process, reducing time to hire and improving hiring effectivenessChallenging convention to ensure unique and high impact messages are communicated to the candidate market, ensuring clients remain competitive in a demanding marketStreamlining the hiring process to deliver continuity of assessment and an enhanced candidate experience, giving confidence the process is owned Reporting on candidate feedback, progress and outcomes to inform future hiring decisions and tactics.If they are not, then you may want to reconsider who you choose to partner with for your next requirement because how can you be sure that your new hires are going to be onboard with the ethos and culture of your organisation and fully ready for the task at hand?Many organisations utilise several recruitment suppliers in tandem to deliver to a recruitment need, adopting the mantra “many hands make light work”. I mean, you will have every agency dedicating all their time solely to finding you the best candidate on the market – right? Now, put yourself in the shoes of the recruiter and ask yourself; if you had two roles to work on, one - exclusively with the client where you have spent time going over all the details of the role and person you need to hire, or two – a role in competition with several others – which would you choose?Considering the challenges presented in the current climate, if like us, you feel that several suppliers culminate in too many cooks spoiling the broth, then reconsider your approach to recruitment and engage with a partner who you can be confident understands your business and will pull out all the stops to find you the right candidate!I’d be keen to hear from any client who has tried both tactics and which one works for you and why. If you have current opportunities and would like to discuss how Ganymede Solutions works hard to positively impact your brand to new recruits, then please contact me on 07796 990 418 or email chris.oconnor@ganymedesolutions.co.uk. Chris O’Connor, Operations Director - Recruitment

Ganymede Engage

Ganymede Solutions are excited to announce the launch of our new Managed Service Provision platform, Engage.Ganymede Engage is the technology platform that drives our Managed Service Provision. It centralises all of your recruitment & workforce management functions into one, user-friendly system – minimising time wasted on recruitment processes, and maximising time spent growing your business.Paul Crompton, Managing Director explains “We invested in Ganymede Engage to provide a technology solution which naturally compliments our recruitment and workforce management offering. Ganymede Engage will provide our clients with complete visibility and control of their recruitment activities and temporary workforce through a cloud based platform, delivering efficiencies and maximising access to the best talent available.” Visit our Engage hub to learn more. Get in touch

IR35: Important Information for End Hirers

Following the Chancellor's budget announcement, we must now assume that the IR35 reforms in the private sector will continue to go ahead as planned on 6th April 2021, and end hirers need to ensure they are all fully aware of how their responsibilities are changing. What is IR35? IR35 is a piece of legislation designed to tackle what the HMRC have called ‘disguised employment’. Using a number of factors, it aims to differentiate between PSC contractors who are genuinely in business on their own account and those who should be considered employees for tax purposes. What does it mean for you? As of April 2021, it will be the responsibility of the end hirer to assess the employment status for tax purposes of all PSC contractors. In line with the legislation, you are required to take reasonable care in doing so, which means you need to properly assess the status of your contractors, provide a determination, and provide an explanation behind your decision. What should you do now? Time is ticking but there is still time to make sure your business is fully compliant with the changes to the IR35 legislation using the following steps: Assess your workforce. You’ll need to know how many contractors are working through a limited company, where there are, and what they do. Consider your options. There are a number of ways in which you can make your status determinations, including using a third-party provider or utilising the HMRC’s Check Employment Status for Tax (CEST) tool, so you’ll need to decide which one is right for you. Carry out your Status Determination Statements. To get the most accurate assessment on whether or not a contractor should be considered Inside IR35 or Outside IR35, you should be liaising with the contractor themselves and their key points of contact within your business, so communication is key. Pass the Status Determination Statement down the supply chain. Your responsibilities under the legislation require you to pass your decision and the reasoning behind it to all interested parties, namely the contractor and the agency who engages them. Communicate with your supply chain. It’s important to protect yourself by ensuring any recruitment agencies within your supply chain are complying with the decisions you have made and are deducting PAYE Tax and National Insurance Contributions as required. Reassess when needed. You need to assess the IR35 status of PSC contractors any time any element of the worker’s contract or their working practices change. Depending on the nature of their engagement, you will also want to reassess every six to twelve months to ensure you and they are still compliant with the legislation. If you're unsure about any of the above, or require some advice and support on how to assess your contractors, get in touch with our specialist team as soon as possible to ensure you're IR35 compliant.

How to Effectively Work from Home

The Government has recently announced that people should work from home where possible during the current Coronavirus outbreak. Working from home has become popular over the years but for many, it will be a new way of working. What if you have never worked from home, what if you don't have a home office set up? Don’t worry, we have compiled a list of 7 top tips to make sure you are working as effectively as possible from the comfort of your own home. 1. Try to replicate your morning routineOne of the most important things to do is to create the right mindset to work from home, and this should start as soon as you wake up. That’s right, you need to continue setting your morning alarm, getting showered and dressed, eating breakfast and anything else you would normally do before work. Use the time you would normally spend commuting to do something productive like walking the dogs, making breakfast or just catching up with the news.It may seem strange putting your work clothes on just to stay in but, it will help tell your brain that it is work time and not relaxation time. 2. Create a suitable workspace Now you’re up and ready for work it’s time to make sure your workspace is ready. Here are some dos and don'ts for creating a suitable office space whilst you work from home: DO Make sure you have a clean large enough surface. - Similar to your office, you need enough space for your cups of coffee, documents, mouse and anything else you normally have on your desk. Make sure you have a comfortable chair - the last thing you want to do is spend all day sat on an uncomfortable chair.Try and set up a second screen if you use one in the office - this could even be your TV if you don’t have anything smaller. Simply connect your laptop to a TV (usually with an HDMI) then you will have your second screen ready to go. DON’T Work in bed - this may seem like a great idea but it’s not, your brain has learnt to associate the bedroom with being relaxed. Trying to work whilst your brain wants to relax is never going to work well for your productivity. Work in front of the TV - again this sounds like a great idea but realistically you are not going to be as productive whilst trying to watch your favourite series - why not stick the radio on instead? Work on any free surface you can find – If you are not comfortable you will not be able to produce your best work and even worse it may lead to health issues. 3. Try to replicate your working routine as much as possible In order to keep yourself in the right frame of mind, it is important to try and replicate your working routine. That includes your working hours, your tea and coffee breaks and your lunch schedule. Make sure you plan regular breaks and make sure you follow the governments advice about working safely with display screen equipment. 4. Plan your time and exactly what you want to achieve each day One great way to keep productivity at a high is to plan your workflow. At the start of the day, you need to know what your priorities are, what you need to get done first and what you want to work on if you have extra time. Check out our blog about effectively managing your time here. If you are part of a team it may be worth holding daily catch ups to ensure you are all on task and achieving what you need to achieve. 5. Keep work time and personal time separate So, you have your schedule and you’re burning through tasks but it’s already the end of the day, you might be tempted to carry on working as you no longer have to commute and you’re in a good flow. Which is great, however, it is just as important to give yourself some time off when you’ve promised it. Try not to extend your workday too far over what you planned, as this might lead to burning yourself out and starting to see your home environment as a stressful place. By doing this and keeping work time and personal time separate should make you more productive at work and less stressed when you aren’t working. 6. Use the correct software and tools We are fortunate that we live in an innovative world where the likes of Microsoft Teams and Skype have made it easier than ever to keep in contact with work colleagues, whether that's instant messaging, video calls or conference calls. Choose the correct tool that works for you and your team to make sure you stay in touch with what’s going on. 7. Stay connectedMake sure you’re still picking up the phone or getting on skype and teams and having conversations where you can. There are number of benefits of having conversations out of email, firstly you get to bounce off one another and keep those creative juices flowing, secondly it’s important to stay social when you’re removed from those people at work, don’t be afraid to just have a general quick chat.Want to read more tips and advice like this? Make sure you sign up to our blog to receive them directly in your inbox.

5 Reasons to Hire Engineering Contractors

You’re a Hiring Manager who wants to minimise disruption to business and projects during the recruitment process, but how? This blog outlines several ways in which hiring a contractor could solve your problems, even if it’s just while you’re looking for a permanent employee.It’s estimated that there’s an annual shortfall of 59,000 engineers needed to fill technical roles across the UK. For employers, this means that competition for the best talent is at an all-time high – resulting in a longer time to hire, delayed projects and slower production.So where do contract engineers come in to this? How much do contractors cost? We work with several businesses that need a temporary solution to accommodate for an increase in workload or to plug the gap during their permanent recruitment drive. There are a number of benefits to doing this, read them below:1. They can hit the ground runningEngineering and civil engineering contractors are typically very skilled and experienced, with several years working as a permanent employee before changing to freelance. Hiring a contractor means you’re getting an expert that can make an instant impact to your business, with no training required. This is incredibly valuable if you’re working on a time-sensitive project or need to avoid any impact on production.2. There is no commitmentContractors can work with your business for as long, or as little, as required. Whether you need an engineer for 3 months to finish a project, or for 2 weeks to cover holiday or sickness, hiring a contract engineer is a great solution. Once the initial contract finishes, or you find the permanent employee you’ve been looking for, there’s no obligation to provide the contractor with more work. This is something seasoned contractors are comfortable with, and it provides great flexibility to your business.3. It isn’t as expensive as you may thinkIt’s impossible to determine the cost of hiring an engineering contractor – this will completely depend on the experience they have, the work required, and the sector they’ll be operating in. You may panic when you see a daily contract rate, but keep in mind that there are no other costs involved, such as holiday pay or sick pay. The contractor is only paid for the time they work, which is great value for money, considering sickness pay alone can cost up to 16% of your annual salary bill.4. They have their own insuranceContractors are required to have their own insurance in order to carry out their services. Professional Indemnity insurance covers them if they make any mistakes or result in you losing money. Public Liability covers contractors if somebody is injured or property is damaged whilst supplying services. This is a benefit to you and your business as it means that you’re not liable in the same way you would be if these mistakes were made by a permanent member of staff. The cost of insurance and cost of the claim would fall on the contractor, not your business.5. They’re a great answer to a permanent skills gapThe engineering skills gap is making it more difficult to recruit permanent engineers, but business can’t wait. When you recruit contract engineers, you’re giving your business the breathing space to take the time you need to fill a permanent position, while having somebody doing the job in the interim. It’s very likely that the amount spent on contractors would be less than the amount lost in not having somebody at least temporarily fill the role – delayed projects, low production and reduced output are avoidable.Each of these points combined should paint a great picture of the benefits of recruiting engineering or civil engineering contractors. Some businesses prefer to hire contractors, others use them as means to an end – either way, they’re a resource that your business should be considering during increased workloads and recruitment gaps.Engineering RecruitmentOur extensive contract division includes recruitment, compliance, payroll and ongoing contractor management, making the process as easy as possible for our clients. Not only can we help you to recruit engineering contractors and civil engineering contractors, we can also conduct all right to work checks, pay them, and provide you with a full end-to-end contract recruitment service.If you want to find out more about Ganymede our contract services or how we can help your business, contact us using the button below.CONTACT US

How to Choose the Best Engineering Recruitment Agency

If you’re a Hiring Manager that is nervous of using a recruiter, or perhaps just don’t know where to start when choosing one, this blog is for you. We address your concerns and the common misconceptions of recruitment agencies, and equip you with the tools needed to separate the good, the bad and the ugly.The recruitment industry can be a minefield. There are nearly 40,000 recruitment agencies of all sizes to choose from and you have probably been contacted by what feels like half of them. Recruiters recently appeared in a list of the 10 least trusted professions, alongside car salespeople and bailiffs. But why?We firmly believe the misconception of recruiters is down to us naturally remembering the bad experiences, more than the good. The ‘once bitten, twice shy’ approach is understandable, but it may be hampering your chances of finding a recruitment agency that could genuinely add value to you and your business.There are reputable and trustworthy engineering recruitment agencies, but you need to know how to identify them. This blog will help you to do that, so keep reading to find out the tell-tale sales of a good and trustworthy recruiter that can help your business.Do your researchWe learn not to judge a book by it’s cover, but in this case, it’s important to take a look at the recruiters’ website and social media streams. It goes beyond whether the recruitment agency look good, you should also be looking out for case studies and testimonials as well as blog posts and content that demonstrates they have a real understanding of your sector and the issues your business faces.Choose a specialistThere are a number of recruitment agencies that operate across every sector. They work in high-volumes with no particular specialism and will often use their colossal database as a selling point, but this is not always a success factor. You’re an engineering business, engage with an engineering recruitment agency – they operate in your space and they spend their days talking to engineers, developing large networks relevant to your business. As well as an understanding of the skills you’ll be looking for in candidates, technical recruiters will also know a lot about the marketplace, including average salaries and where your competition is. This will save you a lot of time during the briefing and recruitment process as you’re much more likely to receive the right match.Ask questionsWe all know to ask questions, but there are particular things to ask that will very quickly expose the quality of a recruitment agency. You will want to know their efficiencies, which essentially translates to ‘how many CVs are you going to send before there’s a candidate I’ll want to interview?’. Multiple CVs and poor matches are a waste of your time, and a high-quality recruitment business will measure themselves on these numbers and have them to hand when you ask. Other, more obvious things worth probing into are accreditation, memberships and examples of previous work.These basic steps will leave you able to make a much more confident decision on which engineering recruitment agency to work with. Whenever looking for a recruitment service, keep these three things in mind and you’re much more likely to have a better and more efficient experience.Engineering RecruitmentATA is an engineering recruitment agency with a difference – we’ve been operating within the sector for over 50 years and have a large database of relevant and engaged engineers that could be perfect for your business.We’re so confident in our recruitment services that our market-leading guarantee covers all full fee permanent placements for 2 years, substantially longer than any of our competitors. Contact us to discuss your requirements and how ATA Recruitment can help using the button below.CONTACT US

View All Case Studies

WHAT OUR Clients SAY

Thank you for the help we received from Ganymede for the core renewals works at Wembley, where we renewed S&C and plain track and handed back to line speed. All the Ganymede staff worked to a high standard on difficult works with no accidents or incidents.

Workforce Manager

Colas Rail

It was great to work with a team who were interested with the task in hand and worked extremely hard, even in the high temperatures. I look forward to working with Ganymede again.

Engineering Supervisor

Amey

The Ganymede team went over and above to ensure we met our workloads, this type of commitment and pro-activeness goes a long way.

Business Manager

Volker Rail

Ganymede has worked collaboratively with us to provide a contingent labour service to fulfil our requirements to enhance the infrastructure on the Western Route. Ganymede continuously evolves to meet business needs and train their people to provide a high skilled workforce.

Programme Manager

Network Rail

Ganymede are an important partner within the Works Delivery organisation in Wales. They integrate closely with the local teams to ensure our delivery needs are met.

Works Delivery Director

Network Rail

Thank you once again Ganymede for providing such a high calibre of resource, the productivity noticed on site is above and beyond what we expected given our experiences with other contingent labour providers.

Works Delivery Manager

Network Rail

Contact us

To discuss our effective processes, or to find out more about what we do and how we can help your business, contact us below.

Engineering News & Insights

Ganymede Subcontractor Forum Spring 2025

Ganymede Subcontractor Forum - April 2025On Wednesday 2nd April 2025, the Ganymede rail team welcomed our valued partners to another successful Subcontractor Forum, hosted as part of our continued commitment to collaboration, transparency, and growth across the supply chain.Our first session offered a deep dive into our current Key Performance Indicators (KPIs), reflecting on achievements and identifying areas of opportunity as we move forward together. Open and honest discussions around performance continue to be a cornerstone of how we strengthen delivery and build trust across our operations.One of the standout sessions of the day was led by Fuel Learning, who delivered an inspiring workshop on Leadership Development. Focused on practical tools and behaviours that drive effective leadership, this session prompted great interaction and discussion, leaving our partners with fresh ideas and perspectives to take back to their teams.We were also joined by Adrian Fricker from South Rail Systems Alliance, who provided a valuable industry insight on new, innovative technology to support the industry message of 'Home Safe, Every Day'.The afternoon continued with a focus on operational excellence and responsibility. A session on Accident Investigation reinforced our shared commitment to safety, offering best practices and learning approaches that help prevent future incidents.We closed with a look at our Carbon Accounting and Social Value initiatives, two areas where collaboration with our subcontractors is vital. As sustainability and social impact continue to grow in importance across the rail industry, we discussed practical steps to improve reporting and create meaningful outcomes together.We wrapped up the day with an open floor session for any other business, followed by a thank you to all attendees for their ongoing support and input.Thank you once again to everyone who attended and contributed. We’re proud to work alongside such dedicated partners and look forward to continuing the journey together.

Rail Transportation Newsletter - March 2025

Rail Transportation Newsletter - March 2025Ganymede is excited to launch the first edition of its Rail Transportation Newsletter, bringing you the latest trends and developments in the rail operations sector.Each edition will feature exclusive interviews with industry leaders, providing valuable insights into their expertise and the essential roles they play in keeping the UK rail network running smoothly.Stay informed with industry updates, expert perspectives and key insights.We hope you enjoy this first edition.This edition includes:Interview with Mark Dickinson, Regional Fleet Train Presentation Manager at EMRWomen in Rail OutreachStaffing TrendsSpotlight on our workforceSpotlight on SafetyRead the March 2025 Rail Transportation Newsletter hereAs always, we trust you will find the newsletter useful and engaging. If you have any questions or feedback after reading the first edition of Rail Transportation, please don't hesitate to get in touch using the form below.

Bridging the Talent Pipeline: Solving the Water Sector’s Workforce Crisis Ahead of AMP 8

Bridging the Talent Pipeline: Solving the Water Sector’s Workforce Crisis Ahead of AMP 8As a sales professional within UK infrastructure, I spend my days talking with business leaders about their biggest challenges. Lately, one industry keeps coming up - the water sector. And let’s be honest, the headlines haven’t been kind. The UK’s water industry is at a critical point, heading into AMP 8 (Asset Management Period 8, the next regulatory investment cycle set by Ofwat, running from April 2025 to 2030). This period represents both challenge and opportunity, with a proposed investment of £104bn, the largest in the industry's history. However, one of the biggest concerns is whether the sector has the skilled workforce required to deliver these ambitious plans. The situation currently Pipes, treatment plants, and reservoirs are struggling to cope with increasing demand, climate change pressures, and stricter environmental regulations. According to Surveyorks UK “Water firms in England and Wales lost more than 1tn litres from leaks last year.” Crazy, right? The impact on consumers is impossible to ignore. Water companies are raising bills to fund urgent repairs, but for households already struggling with the cost-of-living crisis, these hikes hit hard. Trust in the industry is dwindling, with growing frustration over pollution, service interruptions, and a lack of transparency. AMP 8: The Workforce Bottleneck Significant investment is needed - not just to repair and maintain existing infrastructure, but to future-proof the industry for generations to come. While AMP 8 presents an opportunity to modernise the industry, the biggest hurdle isn't just funding or regulations - it's people. The water sector will need an estimated 50,000 additional workers to deliver AMP 8’s projects, spanning disciplines such as civil engineering, project management and digital transformation. To put it into perspective: The UK already faces a significant skills gap in engineering and infrastructure. 30% of the existing water sector workforce is set to retire in the next decade. Recruitment must scale rapidly to meet demand, particularly in leakage management, clean water infrastructure, and wastewater treatment upgrades. This was further highlighted when I attended the Institute of Water seminar towards the end of last year in Newcastle, where I had the opportunity to speak to industry leaders and listen to their concerns and feelings towards AMP8. It is clear that the biggest concern is the skills shortage, with a particularly insightful conversation about transferring skills from other sectors, such as rail and highways, proposed as a way to address the current shortage. At Ganymede, we have a dedicated team focused on the water sector. We understand the challenges ahead and are committed to being part of the solution. How? By attracting, selecting, connecting, and retaining the very best talent in the market. From Civil Engineers and Project Managers to Leakage Specialists and Regulatory Experts, we ensure water companies have access to the right people at the right time. The road ahead won’t be easy, but with the right workforce in place, the industry can rebuild trust, modernise infrastructure, and create a sustainable future.If you're in the water sector and looking for top talent to drive change, let’s talk. I’m ready to help. Connect with Emmaemma.marshall@ganymedesolutions.co.uk07814 890 287Connect with Emma on LinkedIn

Ganymede Successfully Passes Annual RISQS Supplier Audit

Ganymede Successfully Passes Annual RISQS Supplier AuditWe are delighted to share that Ganymede has once again successfully completed and passed our annual Railway Industry Supplier Qualification Scheme (RISQS) Supplier Audit. This accomplishment reinforces our commitment to upholding the highest standards of compliance, safety, and operational excellence within the UK rail industry.A RISQS audit is a crucial qualification process for suppliers working within the UK Rail Infrastructure. Maintaining this certification is essential for us to continue providing top-tier labour and recruitment services to our valued clients and fulfilling our contractual commitments with Network Rail and other clients.This achievement wouldn’t be possible without the dedication and hard work of our incredible Compliance & HSEQ Teams, whose commitment ensures that we meet and exceed industry standards year after year, as well as the unwavering support of our wider business. Passing the RISQS Supplier Audit once again reinforces our credibility, reliability, and professionalism as a trusted partner in the rail sector. Our clients can continue to rely on us for fully compliant, highly skilled, and safety-conscious personnel, ensuring that projects run smoothly and safely.To learn more about the rail sector we support, visit our dedicated Rail page.

The RTC Group Awards 2024

The RTC Group Awards 2024On Friday 7th March 2025, we held our annual RTC Group Awards, rewarding those who have gone above and beyond throughout 2024.Held at our headquarters, the Derby Conference Centre, we gathered for a night of celebration and reflection as we looked back on the past twelve months and all that the group has achieved across the various industries we support.We were joined by employees from each of the group’s offices from across the country and overseas, welcoming the teams from RTC Group Plc, Ganymede Solutions, ATA Recruitment, Global Staffing Solutions and The Derby Conference Centre.Ganymede and ATA AwardsThe evening began with the Ganymede and ATA Awards, where we awarded the top performing individuals across the recruitment businesses as well as those who have personified our core values over the last twelve months.Congratulations to the winners of the Ganymede and ATA Awards:150k Club: Brad Minns, Karla Delczeg, Natasha Higgins, Michael Anderson, Luke Corr, Mark Hibbert, Sam WalleyPeople are our Passion:Ashton KenneySocially Responsible:Lauren BradfordTop Newcomers: Zac Polnyj & Charlie CorbettTop Team Performance:Energy (1st Place), Rail - Scotland Office(2nd Place), Rail - Kent Office (3rd Place)Delivering Excellence:Brodie KnightSafety First, Safety Always: Victoria RichardsTaking Pride:Lina OprisnykTop 10 Individual Billers: Jon Caruso, Andy Crewe (Top Perm Biller), Tyler Cook, Hassan Choudhry, Will Heath, Tom Cleverley, Dave Carter, Colin Earp, Michael Dobson, Katie Townend (Top Contract Biller & Top Overall GP)Paul Crompton, Managing Director said: "It was a pleasure to spend the evening with colleagues from across the company. Congratulations to all the award winners on their well-deserved recognition. Your hard work and commitment, both individually and as part of your teams, have been key to our success in 2024, and I look forward to building on these achievements in the year ahead."The RTC Group AwardsThe evening continued with the Group Chairman & CEO address, three course meal and RTC Group Award, presenting for the first year the Douie Award.Douie Award: Katie TownendThank you to all those who attended this event, and for making the evening a resounding success. The RTC Group Awards will return in 2026.

Accelerating Action: Ganymede's Women in Rail Reflect on IWD and 200 Years of Railway Progress

Accelerating Action: Ganymede's Women in Rail Reflect on IWD and 200 Years of Railway ProgressAs we mark International Women's Day, the rail industry reflects on the progress made in gender equality while acknowledging the work still ahead. This year’s theme, #AccelerateAction, calls for meaningful steps to drive progress, ensuring that women in rail not only have a place at the table but can thrive in leadership, engineering, and operational roles. With Railway 200 marking two centuries of railway history, it is an opportunity to reflect on how far women have come in the industry. At Ganymede, we spoke with three inspiring women in rail to hear their thoughts on gender equality, the evolution of women’s roles in the sector, and what the next 100 years might hold: Charlotte Cruise, Client Relationship Manager; Tyler Cook, Principal Consultant; and Karla Delczeg, Recruitment Consultant.International Women’s Day: A Time for Reflection and ActionThis year’s theme, #AccelerateAction, calls for bold steps to push gender equality forward. Our interviewees highlighted key areas that need focus:Tackling the gender pay gap: Tyler Cook said that "closing the gender pay gap is the biggest thing we can do towards achieving gender equality. Whilst it is a step to legally have to publish the gender pay gap as a company (with over 250 employees), there shouldn’t be a gap to post about."More male allies in the workplace: Charlotte believes, "to accelerate action, it is incredibly important for women to have male allies in the workplace that will support gender equality drives."Recruitment and retention strategies: "Stronger recruitment and retention initiatives to attract and keep more women in rail", says Karla.Flexibility in working arrangements: Tyler also said "Trying to raise a family and have a career alongside doesn’t fit into the constraints of non-flexible working. Companies are missing out on amazingly talented and hardworking women due to the inability to bend out of a Mon – Fri / 9-5 routine.”Mentorship and career progression support: “Nationally, we are just rolling out this year's mentorship programme, which is a fantastic support for women already in the sector looking to grow their careers,” Charlotte mentions when talking about Women in Rail.Charlotte and Karla at a WIR event200 Years of Railway Progress: The Role of WomenThe rail industry has been shaped by women in ways that are often overlooked. During World War I, women took on critical roles in railway operations while men were at war, proving their capability in an industry traditionally dominated by men. Despite this, their presence in the sector remains relatively low, with women making up only around 16-17% of the workforce as of a recent National Skills Academy for Rail (NSAR) report.With Railway 200 celebrating two centuries of railway innovation, the industry is now looking ahead to the next 100 years. The hope is that by the time Railway 300 arrives, gender equality will be embedded at every level—from apprenticeships to executive roles. Increasing the number of women in STEM (Science, Technology, Engineering, and Mathematics) careers is a key part of this vision. As rail technology advances, there is a growing demand for expertise in areas such as AI-driven systems, sustainable transport, and digital infrastructure. Encouraging more women to enter STEM fields and pursue leadership opportunities will be essential in shaping the future of rail.Tyler taking part in track trainingThe Role of Women in Rail and Industry InitiativesOrganisations like Women in Rail are instrumental in fostering change and continues to be a driving force in championing gender diversity. Tyler is proud to be part of the WIR team and to hopefully lead the way for the generation behind us to enter work places which are equal, supportive and understanding. Initiatives such as mentorship programs, networking events, and industry partnerships are essential in helping to create a more inclusive and supportive workplace. Programs like the Big Rail Diversity Challenge brings together hundreds of professionals to focus on the benefits of diverse teams, reinforcing the importance of inclusivity in the workplace. Charlotte said that last year there was around 600 participants for this event and that it was a fantastic day to come together to focus on diversity.As the rail industry evolves, so must its approach to diversity and inclusion. The next steps require bold leadership, cultural shifts, and structural changes to ensure that women not only enter the rail sector but thrive within it. The commitment to accelerating action must go beyond just one day—it needs to be an ongoing effort to create lasting change.Charlotte at Never Mind The GapKarla and Charlotte at the Big Rail Diversity Challenge Looking AheadWith technological advancements and new opportunities emerging, the rail industry is at a turning point. A diverse workforce is key to driving innovation and ensuring sustainability. The women shaping today’s rail sector are paving the way for future generations, proving that rail is a career path for everyone.Karla's advice to young women when considering a career in rail:Be bold and curious—there are so many career paths beyond what people typically imagine.Seek mentors and networks—connecting with professionals in the industry can provide guidance and open doors.Embrace new technology—innovation is shaping the future of rail, and women should be at the forefront of this transformation.At Ganymede, we’re committed to supporting diversity, equity, and inclusion across the rail industry. As we mark International Women’s Day 2025 and Railway 200, we celebrate the contributions of women in rail and reaffirm our commitment to accelerating action towards a more equal future.Find out more about Railway 200 and our commitment to the rail sector by following our blog.Read our previous blog: Ganymede's Headquarters

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