Enterprise Knowledge LLC
Semantic Layer, Knowledge Graph, and AI Services (Cloud Migration Planning)
Enterprise Knowledge implements semantic solutions connecting organisational knowledge, content, and data to power scalable, trustworthy AI and knowledge intelligence. We design semantic layer frameworks, modular, interoperable architectures, and knowledge graphs; prepare assets for AI; enable semantic reasoning; and support advanced search, RAG, and analytics; delivering contextual intelligence and measurable value.
Features
- Provide semantic strategy and architecture to accelerate AI readiness.
- Design semantic data products supporting graph analytics and intelligence.
- Enable semantic AI and symbolic reasoning for explainable automation.
- Develop AI Accelerator solutions using semantic layer architecture and components.
- Integrate content, data, and knowledge through semantic layer frameworks.
- Observability, governance and semantic reasoning with evaluations for agentic optimisation.
- Develop management frameworks integrating institutional knowledge for explainable intelligence.
- Design ontology and taxonomy data models for semantic information management.
- Leverage AI-driven solutions for findable, trustworthy content and data.
- Organise knowledge and documents for Retrieval-Augmented Generation (RAG).
Benefits
- Speeds access to critical information for efficient decision-making.
- Boosts discovery across connected knowledge assets and relationships.
- Supports transparent AI decisions for reliable outcomes.
- Accelerates pilots to production for faster solution delivery.
- Unifies data across silos to improve decision-making efficiency.
- Develops AI Architecture for unified, reliable and scalable data.
- Integrates institutional knowledge, business context, and expertise for knowledge intelligence.
- Addresses permissions, ensuring content is accessible to the right people.
- Semantic solutions improve meaning, structure and relate knowledge assets/gaps.
- Enables trustworthy data, using reliable AI for accurate, relevant outputs.
Architecture roles
Business architect
| £1,184.00 |
£1,184.00 |
| £1,344.00 |
£1,344.00 |
| £1,536.00 |
£1,536.00 |
| £2,240.00 |
£2,240.00 |
Data architect
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,560.00 |
£2,560.00 |
Enterprise architect
| £1,600.00 |
£1,600.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £2,432.00 |
£2,432.00 |
Security architect
| £1,600.00 |
£1,600.00 |
| £1,920.00 |
£1,920.00 |
| £2,560.00 |
£2,560.00 |
Solution architect
| £1,280.00 |
£1,280.00 |
| £1,536.00 |
£1,536.00 |
| £1,920.00 |
£1,920.00 |
| £2,240.00 |
£2,240.00 |
| £2,688.00 |
£2,688.00 |
Technical architect
| £1,152.00 |
£1,152.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £2,240.00 |
£2,240.00 |
Data roles
Analytics engineer
| £1,248.00 |
£1,248.00 |
| £1,408.00 |
£1,408.00 |
| £1,600.00 |
£1,600.00 |
| £2,304.00 |
£2,304.00 |
| £2,880.00 |
£2,880.00 |
Data analyst
| £1,248.00 |
£1,248.00 |
| £1,408.00 |
£1,408.00 |
| £1,600.00 |
£1,600.00 |
| £2,304.00 |
£2,304.00 |
Data engineer
| £1,440.00 |
£1,440.00 |
| £1,632.00 |
£1,632.00 |
| £2,240.00 |
£2,240.00 |
| £3,200.00 |
£3,200.00 |
Data governance manager
| £1,600.00 |
£1,600.00 |
| £2,240.00 |
£2,240.00 |
| £3,200.00 |
£3,200.00 |
Data scientist
| £1,344.00 |
£1,344.00 |
| £1,536.00 |
£1,536.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £2,560.00 |
£2,560.00 |
| £3,840.00 |
£3,840.00 |
Machine learning engineer
| £2,304.00 |
£2,304.00 |
| £2,944.00 |
£2,944.00 |
IT operations roles
Application operations engineer
| £1,280.00 |
£1,280.00 |
| £1,440.00 |
£1,440.00 |
| £1,632.00 |
£1,632.00 |
| £2,336.00 |
£2,336.00 |
| £2,912.00 |
£2,912.00 |
Business relationship manager
| £2,240.00 |
£2,240.00 |
| £2,880.00 |
£2,880.00 |
| £3,520.00 |
£3,520.00 |
Product and delivery roles
Business analyst
| £1,184.00 |
£1,184.00 |
| £1,344.00 |
£1,344.00 |
| £1,536.00 |
£1,536.00 |
| £1,920.00 |
£1,920.00 |
| £2,240.00 |
£2,240.00 |
| £3,200.00 |
£3,200.00 |
Delivery manager
| £1,280.00 |
£1,280.00 |
| £1,536.00 |
£1,536.00 |
| £1,792.00 |
£1,792.00 |
| £2,560.00 |
£2,560.00 |
Product manager
| £1,152.00 |
£1,152.00 |
| £1,472.00 |
£1,472.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £3,200.00 |
£3,200.00 |
Programme delivery manager
| £4,800.00 |
£4,800.00 |
Service owner
| £4,800.00 |
£4,800.00 |
Software development roles
Development operations (DevOps) engineer
| £1,152.00 |
£1,152.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £2,240.00 |
£2,240.00 |
| £2,432.00 |
£2,432.00 |
| £2,560.00 |
£2,560.00 |
| £3,520.00 |
£3,520.00 |
| £3,840.00 |
£3,840.00 |
Frontend developer
| £1,152.00 |
£1,152.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,048.00 |
£2,048.00 |
| £2,240.00 |
£2,240.00 |
| £3,200.00 |
£3,200.00 |
Software developer
| £1,152.00 |
£1,152.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,112.00 |
£2,112.00 |
| £2,240.00 |
£2,240.00 |
| £2,432.00 |
£2,432.00 |
| £2,560.00 |
£2,560.00 |
| £3,520.00 |
£3,520.00 |
| £3,840.00 |
£3,840.00 |
User-centred design roles
Content designer
| £1,024.00 |
£1,024.00 |
| £1,152.00 |
£1,152.00 |
| £1,280.00 |
£1,280.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,560.00 |
£2,560.00 |
Content strategist
| £1,600.00 |
£1,600.00 |
Graphic designer
| £960.00 |
£960.00 |
| £1,088.00 |
£1,088.00 |
| £1,280.00 |
£1,280.00 |
| £1,408.00 |
£1,408.00 |
| £1,792.00 |
£1,792.00 |
| £2,560.00 |
£2,560.00 |
Technical writer
| £1,152.00 |
£1,152.00 |
| £1,600.00 |
£1,600.00 |
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
No
-
Cyber Essentials Alternative
-
In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
Yes
-
Any other security certifications
-
- CMMC Level 2.0 (Self-certified)
- EU-U.S. Data Privacy Framework (EU-U.S. DPF) + UK Extension
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
-
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
-
Ensuring new workers are informed of their right to join a trade union
-
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
-
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
-
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
-
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
-
Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating 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 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
-
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
-
Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
-
Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
-
Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
-
Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
-
Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
-
Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
-
Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
-
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.
-
Measures for making facilities used in the delivery of the contract available for community groups, education or training
-
Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
-
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
-
Collaborative ways of working with the supply chain to deliver additional environmental benefits 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 employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
-
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
-
Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
-
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
-
Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
-
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
-
Understanding of issues relating to entering the contract workforce
-
Creation of outreach activities to create a pipeline of employees for the future contract delivery
-
Content of the outreach activity is designed to suit the target cohort
-
Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
-
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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