LEADING TALENT LTD
End-to-end digital transformation, project management and delivery assurance
Utilising industry standard methodologies including Waterfall and Agile, we support organisations through their digital business transformation journey. We have expertise in delivering enterprise and technical architecture review and design, full cloud migration support, data and business analytics capture and interpretation, business application implementation and planning and project management.
Features
- Project management expertise MSP, PRINCE2, PMP, AGMP, Agile, Waterfall, Wagile
- Business case, RFP, assessment, reviewing and designing enterprise; technical architecture
- Cloud migration to Microsoft 365, Azure, AWS, applications and desktop
- Business application implementations such as SAP, WMS, ERP and M365
- Change management, corporate communications, personas, use cases and phased implementation
- Cyber consultants, Information Security, solutions architecture, maturity assessments, safeguards
- Enterprise architecture, alignment of business objectives to technology, data, Security
- Data analytics, Big data, explore, clean, enrich, interpret, visualise, act
- Digital Supply Chain data transparency, advanced analytics, process automation, AI
- Business continuity, emergency planning, risk capability assessments, recovery plans, exercises
Benefits
- Project management and delivery assurance from decades of Big4 experience
- Unique consultancy to meet bespoke business needs and constraints
- Provision of comprehensive architecture designs, plans and migration strategy
- Provision of agnostic digital and cloud consulting services
- Build resilience, scalability and increased information security through cloud migration
- Disruptive thinking, emerging technologies for transparency, process automation AI adoption
- Digital supply chain intelligence to improve performance and reduce TCO
- Well defined requirements that enable more accurate project outcomes
- Project delivery assurance and proactive management and mitigation of risks
- Dedicated single-point-of-contact liaison with your key stakeholders
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
1 7 1 3 5 5 5 0 2 9 6 8 1 8 9
Contact
LEADING TALENT LTD
Karen Rose
Telephone: 07368486470
Email: contact@leadingtalent.co.uk
About your service
- Service categories
-
Cloud Support Services
Cloud Migration Planning
- Capability analysis
- Enterprise architecture
- Architecture options analysis
- Delivery Road-mapping
- Other
Service scope
- Service constraints
- Where feasible, agreed maintenance activities will be conducted with minimal disruption to the service and in cases where this is impractical, maintenance will be scheduled in advance with prior notification to the client. We offer a flexible and pragmatic approach to identifying suitable testing and implementation times, leveraging sandbox/test environments to minimise impact on your business operations.
User support
- Email or online ticketing support
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
- Leading Talent primarily provides project team activities and management wrapper support during standard office hours. However, we can provide an out-of-hours emergency managerial contact to cover evenings and weekends if this is required. Individual project KPIs and service levels will be discussed during contractual conversations and Discovery phase. We aim to offer a flexible and transparent service and work with the client to create a set of agreed service levels and KPIs tailored to the project(s). Leading Talent will respond to a change request or service request within 2 business days of receiving the request. A change request is defined as an alteration to an existing agreement or statement of work which could include an increase or decrease in services provided. A service request is defined as the client requesting non-standard working, for example out of business hours (9 AM to 5 PM), typically in support of a business priority or short-term specific business requirement.
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business architect | £725.00 | |
| Lead business architect | £850.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £650.00 | |
| Senior data architect | £700.00 | |
| Chief data architect | £1,100.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £800.00 | |
| Senior enterprise architect | £900.00 | |
| Lead enterprise architect | £950.00 | |
| Principal enterprise architect | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate network architect | £600.00 | |
| Network architect | £650.00 | |
| Lead network architect | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Security architect | £750.00 | |
| Lead security architect | £900.00 | |
| Principal security architect | £1,100.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £700.00 | |
| Senior solution architect | £750.00 | |
| Lead solution architect | £850.00 | |
| Principal solution architect | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £680.00 | |
| Technical architect | £730.00 | |
| Senior technical architect | £780.00 | |
| Lead technical architect | £810.00 | |
| Principal technical architect | £900.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Analytics engineer | £650.00 | |
| Senior analytics engineer | £675.00 | |
| Lead analytics engineer | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £500.00 | |
| Data analyst | £550.00 | |
| Senior data analyst | £600.00 | |
| Principal data analyst | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £650.00 | |
| Senior data engineer | £675.00 | |
| Lead data engineer | £800.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior business analyst | £600.00 | |
| Business analyst | £650.00 | |
| Senior business analyst | £675.00 | |
| Lead business analyst | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £575.00 | |
| Delivery manager | £650.00 | |
| Senior delivery manager | £700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Digital portfolio analyst | £500.00 | |
| Digital portfolio manager | £550.00 | |
| Senior digital portfolio manager | £625.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £700.00 | |
| Product manager | £765.00 | |
| Senior product manager | £825.00 | |
| Lead product manager | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,105.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £600.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| QAT analyst | £650.00 | |
| Senior QAT analyst | £675.00 | |
| Lead QAT analyst | £800.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior developer | £740.00 | |
| Developer | £755.00 | |
| Senior developer | £765.00 | |
| Senior developer - management | £805.00 | |
| Lead developer | £850.00 | |
| Principal developer | £900.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- No
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 0936a45f-e6b6-4234-959f-fa715f9d3e73
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
- 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
- Ensuring new workers are informed of their right to join a trade union
- 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
- 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
- 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
- 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
- How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
- 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
- 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
- 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
- Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
- 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
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- 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
- Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
- 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
- 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
- Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
- 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
- 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 the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
- 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
- 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
-
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 contact@leadingtalent.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.