STACK8S LTD
HPC Design with Kubernetes for AI ML
HPC Design with Kubernetes for AI ML helps public sector organisations design and deploy high-performance computing infrastructure using Kubernetes for AI and machine learning workloads. We provide architecture design, GPU cluster configuration, Slurm integration, and containerised ML pipeline deployment to deliver scalable, cost-effective compute for training and inference.
Features
- HPC architecture design for AI and ML workloads
- Kubernetes cluster setup for GPU-accelerated computing
- Slurm workload manager integration with Kubernetes
- ML pipeline deployment using Kubeflow and MLflow
- NVIDIA GPU operator and device plugin configuration
- High-speed storage and networking for AI training
- Model serving infrastructure with TensorFlow Serving and Triton
- Distributed training setup with Horovod and Ray
- Auto-scaling configuration for training and inference workloads
- Observability and monitoring for ML operations
Benefits
- Accelerates AI model training with optimised GPU infrastructure
- Reduces time-to-deployment for ML models in production
- Scales compute resources dynamically based on workload demand
- Improves HPC throughput with Slurm-orchestrated cloud resources
- Reduces GPU costs with efficient resource scheduling
- Enables reproducible ML experiments with containerised workflows
- Optimises compute spend with auto-scaling and spot instances
- Increases data science team productivity with managed infrastructure
- Ensures high availability with fault-tolerant cluster design
- Simplifies MLOps with integrated monitoring and logging
Government Digital and Data Roles
Business architect
| £700.00 |
£500.00 |
| £900.00 |
£650.00 |
| £1,300.00 |
£900.00 |
| £1,300.00 |
£1,000.00 |
Data architect
| £1,250.00 |
£900.00 |
| £1,350.00 |
£1,000.00 |
| £1,450.00 |
£1,050.00 |
Enterprise architect
| £1,300.00 |
£950.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
| £1,600.00 |
£1,150.00 |
Network architect
| £900.00 |
£650.00 |
| £1,150.00 |
£850.00 |
| £1,300.00 |
£950.00 |
Security architect
| £1,300.00 |
£950.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Solution architect
| £900.00 |
£650.00 |
| £1,250.00 |
£900.00 |
| £1,350.00 |
£1,000.00 |
| £1,450.00 |
£1,050.00 |
| £1,550.00 |
£1,100.00 |
Technical architect
| £900.00 |
£650.00 |
| £1,200.00 |
£850.00 |
| £1,300.00 |
£950.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Chief data officer
| £1,800.00 |
£1,300.00 |
Chief information security officer
| £1,800.00 |
£1,300.00 |
Chief technology officer
| £1,800.00 |
£1,300.00 |
Cyber security audit and assurance
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security governance and risk management
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security monitoring
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security incident response
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security vulnerability management
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security digital forensics
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security testing
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Cyber security secure design
| £900.00 |
£650.00 |
| £1,400.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
Analytics engineer
| £700.00 |
£500.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Data analyst
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,500.00 |
£1,100.00 |
Data engineer
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Data ethicist
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Data governance manager
| £1,200.00 |
£850.00 |
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Data scientist
| £700.00 |
£500.00 |
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Machine learning engineer
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
Performance analyst
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,600.00 |
£1,150.00 |
Application operations engineer
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,550.00 |
£1,100.00 |
Business relationship manager
| £1,200.00 |
£850.00 |
| £1,350.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
Change and release manager
| £1,000.00 |
£750.00 |
| £1,150.00 |
£850.00 |
| £1,350.00 |
£1,000.00 |
Command and control centre manager
| £950.00 |
£700.00 |
| £1,150.00 |
£850.00 |
| £1,350.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
End user computing engineer
| £750.00 |
£550.00 |
| £950.00 |
£700.00 |
| £1,150.00 |
£850.00 |
| £1,350.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
IT service manager
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,500.00 |
£1,100.00 |
Incident manager
| £1,100.00 |
£800.00 |
| £1,350.00 |
£1,000.00 |
Infrastructure engineer
| £800.00 |
£600.00 |
| £1,000.00 |
£750.00 |
| £1,200.00 |
£900.00 |
| £1,400.00 |
£1,050.00 |
| £1,550.00 |
£1,150.00 |
Infrastructure operations engineer
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,550.00 |
£1,150.00 |
Problem manager
| £1,000.00 |
£750.00 |
| £1,200.00 |
£850.00 |
Service desk manager
| £1,000.00 |
£750.00 |
| £1,200.00 |
£900.00 |
| £1,350.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
Service transition manager
| £1,000.00 |
£750.00 |
| £1,000.00 |
£750.00 |
| £1,350.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
Business analyst
| £700.00 |
£500.00 |
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,450.00 |
£1,050.00 |
| £1,550.00 |
£1,150.00 |
Delivery manager
| £900.00 |
£650.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,500.00 |
£1,100.00 |
Digital portfolio manager
| £1,000.00 |
£750.00 |
| £1,200.00 |
£850.00 |
| £1,400.00 |
£1,000.00 |
| £1,600.00 |
£1,200.00 |
Development operations (DevOps) engineer
| £600.00 |
£450.00 |
| £800.00 |
£600.00 |
| £1,100.00 |
£800.00 |
| £1,300.00 |
£950.00 |
| £1,400.00 |
£1,050.00 |
| £1,450.00 |
£1,050.00 |
| £1,500.00 |
£1,100.00 |
| £1,550.00 |
£1,150.00 |
| £1,600.00 |
£1,200.00 |
Frontend developer
| £600.00 |
£400.00 |
| £800.00 |
£550.00 |
| £1,000.00 |
£700.00 |
| £1,200.00 |
£850.00 |
| £1,400.00 |
£1,000.00 |
| £1,550.00 |
£1,150.00 |
Software developer
| £600.00 |
£400.00 |
| £800.00 |
£550.00 |
| £1,000.00 |
£700.00 |
| £1,200.00 |
£850.00 |
| £1,300.00 |
£950.00 |
| £1,400.00 |
£1,000.00 |
| £1,500.00 |
£1,100.00 |
| £1,550.00 |
£1,150.00 |
| £1,600.00 |
£1,200.00 |
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
-
Cyber Essentials Certificate Number
-
Provided
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
In relation to the services you do not have a current and valid Cyber Essentials Plus 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 Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
-
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
-
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
-
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
-
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
-
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
-
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
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
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
-
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
-
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
-
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
-
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)
-
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
-
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 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
-
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
Service documents
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