DATASPARQ LIMITED
Data Migration & Integration Services
Secure data migration and integration across Azure, GCP, Databricks, and Snowflake. We automate complex ETL/ELT pipelines, ensuring data quality and platform modernisation. Our secure-by-design approach facilitates seamless legacy retirement and cloud-to-cloud transitions, delivering reliable, scalable data architectures tailored for public sector environments.
Features
- Discovery and profiling of legacy source data and systems
- Design and development of automated ETL and ELT pipelines
- Safe migration of datasets into modern cloud data platforms
- Data quality assessments to identify completeness and consistency issues
- Integration of real-time streaming and batch ingestion patterns
- Mapping of source data to target platform data models
- Secure-by-design delivery aligned with public sector assurance standards
- Automated testing and reconciliation to provide migration confidence
- Support for Azure, Google Cloud, Databricks, and Snowflake
- Ongoing maintenance and monitoring of data pipelines in production
Benefits
- Reduces operational risk during complex legacy data migrations
- Improves data availability for analytics, reporting, and AI
- Enhances data quality through structured profiling and remediation
- Lowers manual effort with automated and reliable data pipelines
- Unlocks value from siloed or inaccessible legacy data assets
- Ensures safe and controlled data movement between environments
- Provides greater confidence in accuracy and timeliness of data
- Supports retirement of costly and high-risk legacy IT systems
- Establishes observable and supportable data flows for long-term use
- Enables better decision-making with integrated and trusted data sources
Architecture roles
Business architect
| £1,675.00 |
|
Solution architect
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Technical architect
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Chief digital and data roles
Chief data officer
| £2,465.00 |
|
Chief technology officer
| £2,465.00 |
|
Data roles
Analytics engineer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Data analyst
| £940.00 |
|
| £1,245.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Data engineer
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Data scientist
| £720.00 |
|
| £940.00 |
|
| £1,245.00 |
|
| £1,675.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Machine learning engineer
| £1,425.00 |
|
| £1,675.00 |
|
IT operations roles
Business relationship manager
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
IT service manager
| £940.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Infrastructure engineer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Service transition manager
| £940.00 |
|
| £940.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Product and delivery roles
Business analyst
| £720.00 |
|
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Delivery manager
| £940.00 |
|
| £1,245.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Product manager
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Programme delivery manager
| £1,990.00 |
|
Quality assurance testing (QAT) roles
Test engineer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
Test manager
| £1,675.00 |
|
| £1,990.00 |
|
Software development roles
Development operations (DevOps) engineer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
| £1,990.00 |
|
Frontend developer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
Software developer
| £940.00 |
|
| £1,245.00 |
|
| £1,425.00 |
|
| £1,675.00 |
|
| £1,675.00 |
|
| £1,990.00 |
|
| £1,990.00 |
|
User-centred design roles
Graphic designer
| £1,245.00 |
|
Interaction designer
| £1,245.00 |
|
| £1,675.00 |
|
Service designer
| £1,245.00 |
|
User researcher
| £1,245.00 |
|
| £1,675.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
BSI
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ISO/IEC 27001 accreditation date
-
Tuesday 21 May 2024
-
What the ISO/IEC 27001 doesn’t cover
-
N/A
-
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
-
23ae3ec8-19fe-469a-bee7-13cb75433593
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
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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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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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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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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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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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 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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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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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
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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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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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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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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.
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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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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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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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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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Introducing transparency to pay and reward processes
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Working conditions which promote an inclusive working environment and promote retention and progression
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Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
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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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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
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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: 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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Actions to invest in the physical and mental health and wellbeing of the contract workforce
Service documents
Request an accessible format
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email the supplier at
tom.hart@datasparq.ai.
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