BRIDEWELL CONSULTING LIMITED
Information Security Office as a Service (ISOS)
Bridewell’s Information Security Office as a Service (ISOS) is a flexible, managed security service providing dedicated cyber security expertise, strategic guidance, and access to Bridewell’s full range of cyber and data privacy services, helping organisations meet business objectives, reduce risk, and maximise security investment. NCSC Assured Services Provider.
Features
- Dedicated lead security consultant
- Flexible, scalable engagement model
- Access to 150+ cyber security experts
- Integrated cyber and data privacy services
- Customisable service scope and duration
- ISMS implementation and management support
- Threat intelligence and incident response
- Penetration testing and vulnerability management
- Board-level security reporting and guidance
- Ongoing review and optimisation
Benefits
- Stronger security posture aligned to business goals
- Reduced burden on internal teams
- Improved return on security investment
- Faster access to specialist expertise
- Lower cost than full in-house team
- Greater visibility of cyber risk
- Enhanced compliance and assurance
- Flexible support as needs evolve
- Clear, strategic security direction from NCSC Assured provider
- Confidence in managing cyber threats
Architecture roles
Data architect
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Enterprise architect
| £900.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Network architect
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
Security architect
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Solution architect
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Technical architect
| £990.00 |
|
| £1,100.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Chief digital and data roles
Chief information security officer
| £1,600.00 |
|
Chief technology officer
| £1,600.00 |
|
Cyber security roles
Cyber security audit and assurance
| £1,300.00 |
|
| £1,300.00 |
|
Cyber security governance and risk management
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Cyber security monitoring
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Cyber security incident response
| £990.00 |
|
| £1,300.00 |
|
| £1,600.00 |
|
Cyber security vulnerability management
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Cyber security digital forensics
| £990.00 |
|
| £1,300.00 |
|
| £1,600.00 |
|
Cyber security testing
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Cyber security secure design
| £990.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Data roles
Data governance manager
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Performance analyst
| £650.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
IT operations roles
Business relationship manager
| £880.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Change and release manager
| £650.00 |
|
| £880.00 |
|
| £990.00 |
|
Command and control centre manager
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
End user computing engineer
| £650.00 |
|
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
IT service manager
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Incident manager
| £880.00 |
|
| £1,100.00 |
|
Infrastructure engineer
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Infrastructure operations engineer
| £650.00 |
|
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Product and delivery roles
Business analyst
| £650.00 |
|
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Delivery manager
| £880.00 |
|
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Software development roles
Development operations (DevOps) engineer
| £990.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
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Yes
-
Who accredited the ISO/IEC 27001
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Centre for Assessment
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ISO/IEC 27001 accreditation date
-
Thursday 28 November 2019
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What the ISO/IEC 27001 doesn’t cover
-
N/A
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ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
Who accredited the ISO 9001 certification
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Centre for Assessment
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ISO 9001 accreditation date
-
Thursday 28 November 2019
-
What the ISO 9001 doesn’t cover
-
N/A
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
C7b43698-4022-4473-bb79-8884ff3d6a49
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
D4da4ee7-d120-4b23-8426-ce719929287f
-
Other security certifications
-
Yes
-
Any other security certifications
-
- SOC2 Type I & II
- ISO27701
- CREST Penetration Testing, Vulnerability Assessment,
- CREST Incident Response, Security Operations Centre.
- NCSC: Security Consulting. Audit and Review, Cyber Resilience Audit Scheme
- NCSC: Cyber Incident Exercising provider CIR Standard Level
- CHECK penetration testing provider.
- CREST: Penetration Testing, Vulnerability Assessment
- CREST: Incident Response and our Security Operations Centre.
- Member of Microsoft Intelligent Security Association (MISA)
Social value
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Section B - Commitment for Future: Delivery
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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
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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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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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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Ensuring new workers are informed of their right to join a trade union
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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
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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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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 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
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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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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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.
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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
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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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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
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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
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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
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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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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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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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Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
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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
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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.
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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
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Other measures to offer development opportunities for the target cohort(s) in the contract workforce
-
Understanding of issues relating to entering the contract workforce
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
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Content of the outreach activity is designed to suit the target cohort
Service documents
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