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VESTIGO CONSULTING LIMITED

Cloud Training Services: III,OSINT, Long Arm, Secure Telecoms & Agile

Vestigo Provides a range of Digital Investigation training, including Internet Intelligence & Investigation, OSINT, Cloud Data Investigation and various workshops supporting customers using the Long Arm® Platform and Collaboraite capability.
We also provide Data and AI consulting and training and Agile training.

Features

  • Training and Consultancy
  • Open Source Intelligence (OSINT) Training
  • Internet Intelligence & Investigation (i3, III) Training
  • Digital Investigation Training
  • Cloud Data Investigation Training
  • MOSOVO Digital Investigation Training
  • Dark Web Investigation Training
  • Long Arm & Collaboraite Training
  • Continued Professional Development (CPD)
  • Gaming Platform Investigations Training

Benefits

  • Improves Internet Deployment Effectiveness
  • Ensures evidential integrity for digital evidence
  • Aides mis-attribution tradecraft for digital investigation
  • Reduces internet deployment times
  • Improves operational security for digital investigations
  • Promotes consistent methodology in investigations

Pricing

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at vestigo.contracts@ii-solutions.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

2 8 2 1 2 8 9 2 9 4 6 5 8 6 9

Contact

VESTIGO CONSULTING LIMITED Claire Pickup
Telephone: 0344 247 0115
Email: vestigo.contracts@ii-solutions.co.uk

About your service

Service categories

Cloud Support Services

Training

  • Basic user - cloud based services
  • Super user - Cloud Based Services

Service scope

Service constraints
Some of our courses are only available to Law Enforcement Agencies and government agencies.

User support

Email or online ticketing support
Yes
Support response times
Within 8hrs between Monday to Friday.
User can manage status and priority of support tickets
No
Phone support
Yes
Phone support availability
9 to 5 (UK time), Monday to Friday
Web chat support
No
Support levels
Vestigo does not offer technical support in relation to the Long Arm Platform. Internet Investigation Solutions offer this support.

Resellers

Supplier type
Not a reseller

Staff security

Staff security clearance
Conforms to BS7858:2019
Government security clearance
Developed Vetting (DV)

Pricing

Discount for educational organisations
No

Product and delivery roles

Business analyst
Role level UK Rate Offshore Rate
Business analyst £550.00

Non-mandatory Standards and certifications

ISO/IEC 27001 certification
Yes
Who accredited the ISO/IEC 27001
Citation ISO Limited
ISO/IEC 27001 accreditation date
Monday 12 January 2026
What the ISO/IEC 27001 doesn’t cover
Our ISO/IEC 27001 certification applies specifically to: The provision of secure internet intelligence and investigation solutions, secure telephony, training services in internet intelligence and investigation, OSINT and digital policing, and the design and development of secure data-related solutions to solve operational challenges.

The following areas are not covered by our certification:
Services outside the defined scope, including:
General IT support or maintenance
Non-secure telephony services
Third-party services or products not managed within our Information Security Management System (ISMS)
Physical security of client premises or environments
HR processes and activities outside the ISMS scope
Any legacy systems or solutions not included in the certified scope
ISO 28000:2022 certification
No
ISO 9001 certification
Yes
Who accredited the ISO 9001 certification
Citation ISO Certification Ltd
ISO 9001 accreditation date
Friday 22 August 2025
What the ISO 9001 doesn’t cover
Our ISO 9001 certification does not cover any activities outside the provision of open-source intelligence training to public sector clients. This includes private-sector training, consultancy or investigative services, operational intelligence work, product development, or any other services not directly related to OSINT training delivery.
Quality management systems (QMS)
Yes
CSA STAR certification
Yes
CSA STAR accreditation date
Monday 24 March 2025
CSA STAR certification level
Level 1: CSA STAR Self-Assessment
What the CSA STAR doesn’t cover
CSA Star doesn't cover (1). Detailed Technical Penetration Testing -Does not include hands-on penetration testing -Does not validate exploit resistance or security hardening depth and (2). Cloud Service Provider Internal Architecture Reviews -A deep-dive assessment of internal CSP (Cloud Service Provider) network architecture -Source code reviews -Cloud service internal design documentation validation Whilst this is not available within the CSA STAR certification, we do conduct penetration tests using external penetration testing organisations.
PCI certification
No
Cyber essentials
Yes
Please provide your Cyber Essentials Certificate Number
F5e35da6-350d-40c1-9a49-92b10abebeb5
Cyber essentials plus
Yes
Please provide your Cyber Essentials Plus Certificate Number
5dbc15c1-837d-4f25-8878-a7c6a4ccd0f1
Other security certifications
No

Social value

Section B - Commitment for Future: Delivery

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at vestigo.contracts@ii-solutions.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.