MESOFORM LTD
Internal Developer Platform (IDP) development and support
Mesoform provides development of a production-ready Internal Developer Platform (IDP) designed to eliminate cloud complexity. We specialise in the development and support of "Golden Paths," empowering developers with self-service automation while ensuring enterprise governance. Athena de-risks infrastructure projects, accelerating delivery from years to weeks and maximising operational efficiency.
Features
- Automated IDP self-service provisioning for rapid infrastructure deployment
- Standardised Golden Paths to automate secure and consistent software delivery.
- Multi-cloud orchestration and management across AWS, Azure, and Google Cloud.
- Platform Engineering consultancy to design bespoke developer roadmaps.
- Integrated CI/CD pipeline automation for continuous code integration.
- Role-based access control (RBAC) and automated governance guardrails.
- Real-time observability and monitoring for platform health and performance.
- Cloud FinOps tools to monitor, manage, and reduce infrastructure spend.
- Automated security scanning and shift-left compliance integration.
- 24/7 expert technical support and managed platform maintenance services.
Benefits
- Reduces developer cognitive load by automating complex operations tasks.
- Accelerates time-to-market by removing infrastructure provisioning delays.
- Lowers operational costs through automated cloud resource optimisation.
- Enhances security posture via built-in, automated compliance guardrails.
- Improves system reliability by eliminating manual configuration errors.
- Increases deployment frequency using streamlined, automated pipelines.
- Shortens onboarding time through centralised developer self-service.
- Reduces business risk by embedding governance into the platform core.
- Empowers engineering autonomy by removing ticket-based waiting times.
- Provides holistic visibility with integrated real-time monitoring.
Pricing
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 hello@mesoform.com.
Tell them what format you need. It will help if you say what assistive technology you use.
Framework
G-Cloud 15
Service ID
6 9 3 9 7 4 2 1 7 6 0 2 8 1 8
Contact
MESOFORM LTD
Gareth Brown
Telephone: 020 3184 1040
Email: hello@mesoform.com
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £600.00 | |
| Senior enterprise architect | £700.00 | |
| Lead enterprise architect | £775.00 | |
| Principal enterprise architect | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £500.00 | |
| Solution architect | £600.00 | |
| Senior solution architect | £675.00 | |
| Lead solution architect | £775.00 | |
| Principal solution architect | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £500.00 | |
| Technical architect | £600.00 | |
| Senior technical architect | £675.00 | |
| Lead technical architect | £775.00 | |
| Principal technical architect | £900.00 |
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security monitoring | £500.00 | |
| Lead cyber security monitoring | £750.00 | |
| Principal cyber security monitoring | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security vulnerability management | £500.00 | |
| Lead cyber security vulnerability management | £750.00 | |
| Principal cyber security vulnerability management | £900.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business relationship manager | £400.00 | |
| Senior business relationship manager | £600.00 | |
| Lead business relationship manager | £700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| IT service manager | £500.00 | |
| Senior IT service manager | £675.00 | |
| Head of IT service management | £775.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £500.00 | |
| Major incident manager | £675.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate infrastructure engineer | £450.00 | |
| Infrastructure engineer | £550.00 | |
| Senior infrastructure engineer | £675.00 | |
| Lead infrastructure engineer | £750.00 | |
| Principal infrastructure engineer | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk analyst | £400.00 | |
| Senior service desk analyst | £500.00 | |
| Service desk manager | £650.00 | |
| Head of service desk | £750.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £400.00 | |
| Delivery manager | £500.00 | |
| Senior delivery manager | £600.00 | |
| Head of (Agile) delivery management | £850.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £400.00 | |
| Product manager | £500.00 | |
| Senior product manager | £600.00 | |
| Lead product manager | £700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £750.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £350.00 | |
| QAT analyst | £400.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £150.00 | |
| Junior DevOps engineer | £200.00 | |
| DevOps engineer | £550.00 | |
| Senior DevOps engineer | £600.00 | |
| Lead DevOps engineer | £700.00 | |
| Lead DevOps engineer - management | £750.00 | |
| Principal DevOps engineer | £800.00 | |
| Principal DevOps engineer - management | £850.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Developer | £500.00 | |
| Senior developer | £550.00 | |
| Lead developer | £600.00 | |
| Principal developer | £700.00 | |
| Principal developer - management | £750.00 |
Cyber Essentials
- Are you prepared to have in place Cyber Essentials certification?
- Yes
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
- No
- Cyber Essentials Alternative
- In relation to the services you do not have a current and valid Cyber Essentials 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 certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- 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
- 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
- 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
- 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
- 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
- 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
- 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. Illustrative examples: mentoring; mock interviews; CV advice and careers guidance; learning and development; volunteering; careers talks, curriculum support, literacy support and safety talks
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- 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
-
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
- 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
- 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
- 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
- Illustrative examples include:
- 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
-
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. Illustrative examples:
- 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
- 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
- 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
- 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. Illustrative examples:
- 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 (illustrative examples: those not in employment, education, or training (NEETSs), care leavers, disabled people, prison leavers, the long-term unemployed and those with health conditions 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
- 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. Illustrative examples:
- Understanding of issues relating to entering the contract workforce, illustrative example: lack of childcare
-
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
- 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
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 hello@mesoform.com.
Tell them what format you need. It will help if you say what assistive technology you use.