CyberOne
Dark Web Monitoring
CyberOne’s Dark Web Monitoring provides real-time intelligence on criminal forums, marketplaces and ransomware groups. We detect exposed credentials, fraud discussions, and infrastructure risks; integrate alerts into Microsoft Sentinel for automated response; and deliver takedowns and remediations through our 24x7 SOC, reducing risk, supporting compliance, and protecting reputation across sectors.
Features
- Comprehensive monitoring of forums, marketplaces, ransomware groups and encrypted channels.
- 24x7x365 SOC monitoring, alert triage and incident response coordination service.
- Threat actor profiling and risk assessments tailored to your organisation.
- Real time alerting and Microsoft Sentinel integration for automation workflows.
- AI driven detection, correlation and prioritisation of dark web exposures.
- Takedown support with hosts, platforms and relevant law enforcement agencies.
- Integration with Managed XDR and SOC for continuous protective monitoring.
- Executive reporting, dashboards and analytics for audits and oversight clarity.
- Proactive threat hunting and exposure identification with remediation guidance playbooks.
- Tailored incident response retainers delivered by accredited security experts nationwide.
Benefits
- Reduces business risk through early discovery of pre-attack activity indicators.
- Accelerates containment via automated playbooks and integrated SOC response actions.
- Improves compliance readiness with GDPR, NIS2 and ISO-aligned reporting evidence.
- Cuts alert noise by correlating intelligence with operational security events.
- Protects brand reputation through rapid takedown of leaked sensitive data.
- Maximises Microsoft Sentinel investment, unlocking automation and visibility across estates.
- Shortens time to detect compromised credentials and exposed infrastructure fast.
- Enhances executive decision making with concise reports and actionable insight.
- Ensures 24x7x365 coverage, maintaining operational continuity during security incidents globally.
- Prioritises remediation by focusing resources on material, business-impacting risks first.
Business architect
| £600.00 |
£240.00 |
| £750.00 |
£280.00 |
| £950.00 |
£360.00 |
| £1,150.00 |
£450.00 |
Data architect
| £800.00 |
£300.00 |
| £1,000.00 |
£390.00 |
| £1,450.00 |
£600.00 |
Enterprise architect
| £850.00 |
£320.00 |
| £1,050.00 |
£450.00 |
| £1,250.00 |
£520.00 |
| £1,450.00 |
£560.00 |
Network architect
| £700.00 |
£270.00 |
| £900.00 |
£350.00 |
| £1,100.00 |
£440.00 |
Security architect
| £900.00 |
£350.00 |
| £1,150.00 |
£450.00 |
| £1,450.00 |
£580.00 |
Solution architect
| £800.00 |
£310.00 |
| £900.00 |
£350.00 |
| £1,000.00 |
£390.00 |
| £1,100.00 |
£440.00 |
| £1,250.00 |
£500.00 |
Technical architect
| £750.00 |
£290.00 |
| £850.00 |
£330.00 |
| £950.00 |
£370.00 |
| £1,050.00 |
£420.00 |
| £1,200.00 |
£480.00 |
Chief data officer
| £1,600.00 |
£800.00 |
Chief information security officer
| £1,600.00 |
£850.00 |
Chief technology officer
| £1,600.00 |
£830.00 |
Cyber security audit and assurance
| £850.00 |
£330.00 |
| £1,050.00 |
£420.00 |
Cyber security governance and risk management
| £600.00 |
£240.00 |
| £950.00 |
£380.00 |
| £1,200.00 |
£480.00 |
Cyber security monitoring
| £600.00 |
£240.00 |
| £800.00 |
£310.00 |
| £950.00 |
£380.00 |
Cyber security incident response
| £1,200.00 |
£500.00 |
| £1,400.00 |
£650.00 |
| £1,840.00 |
£850.00 |
Cyber security vulnerability management
| £650.00 |
£260.00 |
| £850.00 |
£330.00 |
| £1,200.00 |
£480.00 |
Cyber security digital forensics
| £800.00 |
£320.00 |
| £1,050.00 |
£420.00 |
| £1,200.00 |
£480.00 |
Cyber security testing
| £650.00 |
£260.00 |
| £850.00 |
£340.00 |
| £1,100.00 |
£440.00 |
Cyber security secure design
| £800.00 |
£320.00 |
| £1,050.00 |
£420.00 |
| £1,350.00 |
£540.00 |
Data governance manager
| £900.00 |
£480.00 |
| £1,100.00 |
£600.00 |
| £1,450.00 |
£600.00 |
Application operations engineer
| £450.00 |
£180.00 |
| £500.00 |
£200.00 |
| £550.00 |
£215.00 |
| £600.00 |
£230.00 |
| £750.00 |
£290.00 |
Business relationship manager
| £600.00 |
£240.00 |
| £800.00 |
£320.00 |
| £900.00 |
£350.00 |
Change and release manager
| £450.00 |
£180.00 |
| £450.00 |
£180.00 |
| £500.00 |
£200.00 |
Command and control centre manager
| £450.00 |
£180.00 |
| £550.00 |
£220.00 |
| £700.00 |
£280.00 |
| £850.00 |
£340.00 |
End user computing engineer
| £400.00 |
£160.00 |
| £500.00 |
£190.00 |
| £550.00 |
£210.00 |
| £650.00 |
£240.00 |
| £700.00 |
£270.00 |
IT service manager
| £450.00 |
£180.00 |
| £600.00 |
£240.00 |
| £700.00 |
£280.00 |
| £950.00 |
£380.00 |
Incident manager
| £550.00 |
£220.00 |
| £750.00 |
£300.00 |
Infrastructure engineer
| £450.00 |
£180.00 |
| £500.00 |
£200.00 |
| £600.00 |
£230.00 |
| £650.00 |
£260.00 |
| £750.00 |
£290.00 |
Infrastructure operations engineer
| £450.00 |
£180.00 |
| £500.00 |
£200.00 |
| £600.00 |
£230.00 |
| £650.00 |
£260.00 |
| £750.00 |
£290.00 |
Problem manager
| £450.00 |
£180.00 |
| £550.00 |
£220.00 |
Service desk manager
| £350.00 |
£140.00 |
| £400.00 |
£160.00 |
| £500.00 |
£200.00 |
| £700.00 |
£280.00 |
Service transition manager
| £450.00 |
£180.00 |
| £450.00 |
£180.00 |
| £550.00 |
£280.00 |
| £700.00 |
£280.00 |
Business analyst
| £250.00 |
£120.00 |
| £350.00 |
£140.00 |
| £450.00 |
£180.00 |
| £600.00 |
£240.00 |
| £750.00 |
£300.00 |
| £950.00 |
£380.00 |
Delivery manager
| £450.00 |
£180.00 |
| £600.00 |
£240.00 |
| £750.00 |
£300.00 |
| £950.00 |
£380.00 |
Digital portfolio manager
| £450.00 |
£180.00 |
| £650.00 |
£260.00 |
| £800.00 |
£320.00 |
| £1,050.00 |
£420.00 |
Product manager
| £500.00 |
£200.00 |
| £650.00 |
£260.00 |
| £800.00 |
£320.00 |
| £950.00 |
£380.00 |
| £1,150.00 |
£460.00 |
Programme delivery manager
| £850.00 |
£340.00 |
Service owner
| £850.00 |
£340.00 |
Quality assurance testing (QAT) analyst
| £350.00 |
£140.00 |
| £450.00 |
£180.00 |
| £600.00 |
£240.00 |
| £750.00 |
£300.00 |
Test engineer
| £350.00 |
£140.00 |
| £450.00 |
£180.00 |
| £600.00 |
£240.00 |
| £750.00 |
£300.00 |
Test manager
| £700.00 |
£280.00 |
| £950.00 |
£380.00 |
Development operations (DevOps) engineer
| £250.00 |
£120.00 |
| £350.00 |
£140.00 |
| £500.00 |
£200.00 |
| £650.00 |
£260.00 |
| £700.00 |
£280.00 |
| £800.00 |
£320.00 |
| £850.00 |
£340.00 |
| £950.00 |
£380.00 |
| £1,050.00 |
£420.00 |
Frontend developer
| £250.00 |
£120.00 |
| £350.00 |
£140.00 |
| £500.00 |
£200.00 |
| £650.00 |
£260.00 |
| £800.00 |
£320.00 |
| £1,050.00 |
£420.00 |
Software developer
| £250.00 |
£120.00 |
| £350.00 |
£140.00 |
| £500.00 |
£200.00 |
| £650.00 |
£260.00 |
| £700.00 |
£280.00 |
| £800.00 |
£320.00 |
| £850.00 |
£340.00 |
| £950.00 |
£380.00 |
| £1,050.00 |
£420.00 |
Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
ISO/IEC 27001 accredited by
-
BSI
-
ISO/IEC 27001 accreditation date
-
Thursday 25 September 2025
-
What the ISO/IEC 27001 doesn’t cover
-
NA
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
De8c5afa-7d17-428e-b239-5611ee5af1f5
-
Cyber essentials plus
-
Yes
-
Cyber Essentials Plus Certificate Number
-
109a1395-d317-4b79-a05c-442209c469bf
-
Other security certifications
-
No
Social value
-
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
-
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
-
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
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
-
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
-
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
-
Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
-
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
-
How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
-
How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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
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
-
Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
-
Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
-
Plans for positive actions with community groups.
-
Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
-
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
-
Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
-
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 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
-
Introducing transparency to pay and reward processes
-
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
Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.
-
Understanding of issues relating to entering the contract workforce
-
Creation of outreach activities to create a pipeline of employees for the future contract delivery
-
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
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