BROOKCOURT SOLUTIONS LIMITED
Google Security Operations (SecOps) Managed Detection & Response (MDR) Service - Reliance Cyber
Google SecOps MDR service defends and mitigates cyber risks through proactive intervention and automated response tactics. Our CREST-registered Security Operations Centre (SOC) uses SC-cleared SOC analysts to proactively mitigate and respond to threats. Tooling includes Google SecOps SIEM and Google SecOps SOAR, EDR solution, MDR solution and Global Threat Intelligence.
Features
- 24x7x365 threat monitoring with proactive incident response and containment.
- SC-cleared, UK-based SOC support, using NCSC-assured incident response tactics.
- AI-enabled threat containment, with AI-powered response workflows.
- Transparent operating model tailored to internal incident response process.
- Google, Mandiant and VirusTotal threat intelligence integrated as standard.
- Expert analysis and security event correlation with Google SecOps SIEM.
- SecOps SOAR automated playbook response actively enables real-time threat response.
- MITRE ATT&CK threat modelling assessment to increase security posture.
- Proactive threat hunting by in-house experts with cross-industry expertise.
- Customisable monitoring across IT, hybrid and on-prem estate.
Benefits
- Reduced security cost, increased security coverage and advanced security monitoring.
- Enhanced threat detection, extended threat visibility and increased operational support.
- Strengthened security posture with decreased MTTD and MTTR.
- Automated threat response, real-time security coverage and threat containment.
- Complete threat awareness with real-world threat intelligence, improving threat response.
- Continuous service evolution with customisable use cases and playbook integration.
- Scalable service offering with a fixed pricing model.
- Seamless integration with existing security infrastructure, enhancing operational efficiency.
- Compliance with industry regulations and standards, mitigating legal risk.
- Extended threat visibility, cyber defence coverage with increased risk prioritisation.
Business architect
| £800.00 |
|
| £900.00 |
|
| £1,400.00 |
|
Data architect
| £900.00 |
|
| £1,000.00 |
|
| £1,400.00 |
|
Enterprise architect
| £850.00 |
|
| £1,125.00 |
|
| £1,250.00 |
|
| £1,625.00 |
|
Network architect
| £800.00 |
|
| £925.00 |
|
| £1,250.00 |
|
Security architect
| £1,275.00 |
|
| £1,400.00 |
|
| £1,775.00 |
|
Solution architect
| £850.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,325.00 |
|
| £1,775.00 |
|
Technical architect
| £850.00 |
|
| £975.00 |
|
| £1,250.00 |
|
| £1,450.00 |
|
| £1,775.00 |
|
Chief data officer
| £2,000.00 |
|
Chief information security officer
| £1,850.00 |
|
Chief technology officer
| £2,000.00 |
|
Cyber security audit and assurance
| £1,450.00 |
|
Cyber security governance and risk management
| £700.00 |
|
| £725.00 |
|
| £1,500.00 |
|
Business relationship manager
| £650.00 |
|
| £800.00 |
|
| £975.00 |
|
Change and release manager
| £700.00 |
|
| £775.00 |
|
| £1,025.00 |
|
Command and control centre manager
| £600.00 |
|
| £750.00 |
|
| £1,025.00 |
|
| £1,500.00 |
|
End user computing engineer
| £525.00 |
|
| £625.00 |
|
| £775.00 |
|
| £1,025.00 |
|
| £1,350.00 |
|
IT service manager
| £675.00 |
|
| £725.00 |
|
| £1,175.00 |
|
| £1,500.00 |
|
Incident manager
| £850.00 |
|
| £1,250.00 |
|
Infrastructure engineer
| £675.00 |
|
| £725.00 |
|
| £950.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Problem manager
| £650.00 |
|
| £850.00 |
|
Service desk manager
| £500.00 |
|
| £650.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Service transition manager
| £650.00 |
|
| £700.00 |
|
| £950.00 |
|
| £1,200.00 |
|
Business analyst
| £450.00 |
|
| £700.00 |
|
| £825.00 |
|
| £975.00 |
|
| £1,175.00 |
|
| £1,500.00 |
|
Delivery manager
| £650.00 |
|
| £900.00 |
|
| £1,175.00 |
|
| £1,500.00 |
|
Digital portfolio manager
| £650.00 |
|
| £950.00 |
|
| £1,275.00 |
|
| £1,500.00 |
|
Product manager
| £650.00 |
|
| £875.00 |
|
| £1,000.00 |
|
| £1,275.00 |
|
| £1,500.00 |
|
Programme delivery manager
| £1,275.00 |
|
Standards and certifications
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ISO/IEC 27001 certification
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Yes
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ISO/IEC 27001 accredited by
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United Registrar of Systems
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ISO/IEC 27001 accreditation date
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Wednesday 26 March 2025
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What the ISO/IEC 27001 doesn’t cover
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The certification covers the provision of IT Solutions, management consultancy and integrated services - anything outside of that scope will not be covered.
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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Yes
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ISO 9001 certification accredited by
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United Registrar of Systems
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ISO 9001 accreditation date
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Saturday 12 October 2024
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What the ISO 9001 doesn’t cover
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The scope of ISO 9001 covers the provision of IT Solutions, Management Consultancy and Integration services - anything outside of this scope is not covered.
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Quality management systems (QMS)
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Yes
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CSA STAR certification
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No
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PCI certification
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No
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Cyber essentials
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Yes
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Cyber Essentials Certificate Number
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B1696668-7af9-4f0d-b3b7-34fc20cfc861
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Cyber essentials plus
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Yes
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Cyber Essentials Plus Certificate Number
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0199f451-3f84-44cb-bb20-75e29b818ffe
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Other security certifications
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No
Social value
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Mission: Kick start economic growth
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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
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New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
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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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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Ensuring new workers are informed of their right to join a trade union
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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
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Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
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Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
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Activities to cascade good practice on fair working conditions throughout the supply chain
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Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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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
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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
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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
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Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Volunteering opportunities for staff
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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
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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
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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.
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Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
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
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Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
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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
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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)
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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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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
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Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
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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
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Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
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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
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Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
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Mission: Make Britain a clean energy superpower
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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.
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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
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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
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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
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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
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Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
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Mission: Break down barriers to opportunity
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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
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Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
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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
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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)
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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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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
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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
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Working conditions which promote an inclusive working environment and promote retention and progression
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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
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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.
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Understanding of the issues affecting the development of new skills by target cohort
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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
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Understanding of issues relating to entering the contract workforce
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Mission: Build an NHS fit for the future
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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.
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Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
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Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
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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
Service documents
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