It is generally perceived that there is a shortage of candidates to fill the future roles of Senior and Chief Signal Engineers. In particular, the age group between 40 to 50 years appears to be affected by this condition. This situation is deemed extremely critical: not acting could render this situation uncontrollable, thereby endangering the overall safety of railway systems in the future. This article aims to explain how this came to pass, and to develop elements of an active strategy for the creation of the next generation of Senior Signal Engineers. The IRSE is urged to take an active role in developing such a strategy and acting upon it.