LYDTECH CONSULTING LTD
Software Engineering Services
Lydtech are a friendly and experienced team providing expert software engineering services, with a proven record of delivering software solutions in the finance and government sectors. We cover the full software development life cycle, from requirements capture, design, implementation, testing, CI/CD, and delivery.
Features
- Digital transformation
- Service integration
- Event driven architectures
- Microservices
- Agile methodologies
- Team education provided
- Automated testing
- Client engagement - reporting and frequent feedback
- CI/CD
Benefits
- High return on investment
- Process improvements and efficiency savings
- Client engagement experience
- Coaching and mentoring experience, educating teams
- Experienced team members from a variety of domains
- Simplicity and functionality solutions
- Proven solutions and best practices
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
7 6 3 3 3 2 5 9 8 4 9 8 6 6 7
Contact
LYDTECH CONSULTING LTD
Daniel Edwards
Telephone: 07775785067
Email: contact@lydtechconsulting.com
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data/information structure design
- Engagement and communication planning
- Project management and governance
- Other
Service scope
- Service constraints
- Lydtech offer a combination of remote and hybrid working
User support
- Email or online ticketing support
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
We provide full support 9-5 5 days a week, but we are flexible.
Engineers can be available outside of core hours in case of emergency
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £900.00 | |
| Senior enterprise architect | £1,000.00 | |
| Lead enterprise architect | £1,000.00 | |
| Principal enterprise architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £800.00 | |
| Senior solution architect | £900.00 | |
| Lead solution architect | £1,100.00 | |
| Principal solution architect | £1,400.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £800.00 | |
| Senior technical architect | £1,000.00 | |
| Lead technical architect | £1,200.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Product manager | £900.00 | |
| Senior product manager | £1,000.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior QAT analyst | £700.00 | |
| Lead QAT analyst | £750.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test engineer | £500.00 | |
| Senior test engineer | £650.00 | |
| Lead test engineer | £700.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £450.00 | |
| Junior DevOps engineer | £550.00 | |
| DevOps engineer | £700.00 | |
| Senior DevOps engineer | £850.00 | |
| Senior DevOps engineer - management | £900.00 | |
| Lead DevOps engineer | £900.00 | |
| Lead DevOps engineer - management | £900.00 | |
| Principal DevOps engineer | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £400.00 | |
| Junior frontend developer | £500.00 | |
| Frontend developer | £600.00 | |
| Senior frontend developer | £750.00 | |
| Lead frontend developer | £750.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice developer | £500.00 | |
| Junior developer | £600.00 | |
| Developer | £750.00 | |
| Senior developer | £850.00 | |
| Senior developer - management | £900.00 | |
| Lead developer | £900.00 | |
| Lead developer - management | £950.00 | |
| Principal developer | £900.00 | |
| Principal developer - management | £950.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- No
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 7d8ed72b-277c-4b76-bae6-d48be36ac697
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 3c099304-4f1e-4eae-ad0b-07d18bd90f41
- 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
- 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
- Ensuring new workers are informed of their right to join a trade union
- 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
- 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
- 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
- Activities to cascade good practice on fair working conditions throughout the supply chain
- Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
- 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
- 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
- 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
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- 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
- Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
- 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 these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
- How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
- 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
-
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
- 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
-
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
- 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
- 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)
- 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)
- Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
-
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
- 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
- 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
- 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
- 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
- Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
-
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
-
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 contact@lydtechconsulting.com.
Tell them what format you need. It will help if you say what assistive technology you use.