TALENT INTERNATIONAL (UK) LIMITED
Cloud Set-Up, Data Migration & Service Transition
We support organisations to move safely to cloud and modern platforms. We audit and organise data, design information structures, and prepare content for migration and ongoing use. We deliver engagement and communications planning, agile governance, optimisation/right-sizing, and mobilisation to stand up teams, tools and processes for a smooth launch.
Features
- Mobilisation coordination across delivery teams and suppliers.
- Data auditing and cleansing to reduce migration risk.
- Data and information structure design for maintainability.
- Cloud environment setup: accounts, networks, and access.
- Migration tooling selection and repeatable migration runbooks.
- Engagement and communication planning for stakeholders and users.
- Project management, governance, RAID, and dependency tracking.
- Service optimisation and rightsizing during transition activities.
- Cutover planning, rehearsal, and rollback strategies.
- Transition to operations with knowledge transfer and handover.
Benefits
- Smoother go-live with rehearsed cutover and rollback.
- Reduced data issues through auditing, cleansing, and structuring.
- Faster onboarding with secure, ready-to-use cloud environments.
- Lower operational costs by rightsizing during transition.
- Fewer delays with strong governance and dependency management.
- Improved stakeholder confidence through clear communication and planning.
- Reduced disruption with phased migration and rehearsals.
- Better service continuity through structured handover to operations.
- Repeatable approach enables consistent outcomes across migrations.
- Clear accountability across mobilisation, delivery, and transition.
Architecture roles
Business architect
| £300.00 |
|
| £400.00 |
|
| £600.00 |
|
| £1,000.00 |
|
Data architect
| £600.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Enterprise architect
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Network architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
Security architect
| £600.00 |
|
| £800.00 |
|
| £1,100.00 |
|
Solution architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Technical architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Chief digital and data roles
Chief data officer
| £1,300.00 |
|
Chief information security officer
| £1,300.00 |
|
Chief technology officer
| £1,300.00 |
|
Data roles
Analytics engineer
| £300.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £900.00 |
|
Data analyst
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
Data engineer
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £950.00 |
|
Data ethicist
| £950.00 |
|
| £1,100.00 |
|
Data governance manager
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
Data scientist
| £300.00 |
|
| £400.00 |
|
| £700.00 |
|
| £1,000.00 |
|
| £950.00 |
|
| £1,200.00 |
|
Machine learning engineer
| £750.00 |
|
| £850.00 |
|
Performance analyst
| £300.00 |
|
| £450.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Product and delivery roles
Business analyst
| £300.00 |
|
| £350.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £900.00 |
|
Delivery manager
| £400.00 |
|
| £600.00 |
|
| £850.00 |
|
| £1,100.00 |
|
Digital portfolio manager
| £400.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Product manager
| £350.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
| £1,000.00 |
|
Programme delivery manager
| £850.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
Test engineer
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
Test manager
| £850.00 |
|
| £950.00 |
|
Software development roles
Development operations (DevOps) engineer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £700.00 |
|
| £750.00 |
|
| £850.00 |
|
| £850.00 |
|
| £950.00 |
|
| £950.00 |
|
Frontend developer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Software developer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £750.00 |
|
| £750.00 |
|
| £850.00 |
|
| £850.00 |
|
User-centred design roles
Accessibility specialist
| £400.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
Content designer
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £900.00 |
|
Interaction designer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £950.00 |
|
Service designer
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
| £1,000.00 |
|
User researcher
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
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
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
43be4190-589a-4605-afdd-44a771e50b69
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
4dca4f33-4b25-4bbe-b575-0440a156db62
-
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
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
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
-
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: 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
-
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
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
pubsecbids@talentinternational.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.