BLUE BOW RESEARCH AND CONSULTANCY LTD
Bluebow User Research, Service Design & Digital Transformation
Bluebow provides user research, service design, and digital transformation for UK public sector organisations. We deliver GDS-compliant discovery, alpha, and beta phases; UX, interaction design; accessibility to WCAG 2.2 AA; agile software development; cloud migration on Azure and AWS; DevOps; data engineering; and cybersecurity. Cyber Essentials-compliant, GDPR-aligned, BPSS-vetted UK-based personnel.
Features
- GDS-compliant user research across discovery, alpha and beta
- Service and interaction design to WCAG 2.2 AA
- Agile software development on Azure and AWS
- DevOps automation for secure, auditable deployment pipelines
- Data engineering and architecture aligned to Cyber Essentials
- Accessibility and assistive technology testing to WCAG 2.2 AA
- BPSS-vetted, UK-based personnel for all engagements
- Cloud migration and integration on UK-hosted environments
- Agile delivery management with transparent governance and reporting
- Training and knowledge transfer for sustainable service ownership
Benefits
- GDS-compliant discovery reduces risk before committing to build
- Evidence-based user research improves citizen service outcomes
- Delivers secure, accessible, standards-compliant digital services faster
- Hands-on training builds lasting internal team capability
- Continuous improvement lowers long-term cloud delivery costs
- Ensures GDPR, Cyber Essentials, and WCAG 2.2 AA compliance
- UK-based vetted personnel strengthens data security and trust
- Inclusive design ensures services work for all users
- Transparent agile governance improves stakeholder confidence and reporting
- Delivers measurable public value aligned to GDS standards
Architecture roles
Business architect
| £350.00 |
£250.00 |
| £550.00 |
£375.00 |
| £800.00 |
£600.00 |
| £1,050.00 |
£950.00 |
Data architect
| £350.00 |
£270.00 |
| £550.00 |
£375.00 |
| £970.00 |
£800.00 |
Enterprise architect
| £700.00 |
£550.00 |
| £850.00 |
£600.00 |
| £950.00 |
£700.00 |
| £1,050.00 |
£790.00 |
Network architect
| £450.00 |
£325.00 |
| £650.00 |
£450.00 |
| £850.00 |
£650.00 |
Security architect
| £750.00 |
£525.00 |
| £950.00 |
£700.00 |
| £1,150.00 |
£850.00 |
Solution architect
| £500.00 |
£350.00 |
| £700.00 |
£500.00 |
| £850.00 |
£600.00 |
| £950.00 |
£700.00 |
| £1,100.00 |
£800.00 |
Technical architect
| £450.00 |
£325.00 |
| £650.00 |
£475.00 |
| £850.00 |
£600.00 |
| £950.00 |
£700.00 |
| £1,100.00 |
£900.00 |
Cyber security roles
Cyber security audit and assurance
| £950.00 |
£700.00 |
| £1,150.00 |
£875.00 |
Cyber security governance and risk management
| £600.00 |
£450.00 |
| £1,000.00 |
£750.00 |
| £1,200.00 |
£875.00 |
Cyber security incident response
| £750.00 |
£550.00 |
| £900.00 |
£675.00 |
| £1,050.00 |
£775.00 |
Cyber security vulnerability management
| £700.00 |
£525.00 |
| £850.00 |
£625.00 |
| £1,000.00 |
£750.00 |
Data roles
Data analyst
| £450.00 |
£350.00 |
| £550.00 |
£400.00 |
| £650.00 |
£475.00 |
| £850.00 |
£700.00 |
Data engineer
| £650.00 |
£475.00 |
| £800.00 |
£600.00 |
| £950.00 |
£700.00 |
| £1,100.00 |
£825.00 |
Data scientist
| £400.00 |
£300.00 |
| £550.00 |
£400.00 |
| £700.00 |
£525.00 |
| £900.00 |
£675.00 |
| £1,050.00 |
£800.00 |
| £1,200.00 |
£900.00 |
Machine learning engineer
| £850.00 |
£650.00 |
| £1,050.00 |
£800.00 |
Performance analyst
| £400.00 |
£300.00 |
| £550.00 |
£425.00 |
| £700.00 |
£525.00 |
| £850.00 |
£650.00 |
| £1,050.00 |
£800.00 |
IT operations roles
Application operations engineer
| £400.00 |
£280.00 |
| £500.00 |
£350.00 |
| £700.00 |
£480.00 |
| £850.00 |
£600.00 |
| £950.00 |
£650.00 |
Business relationship manager
| £500.00 |
£350.00 |
| £750.00 |
£500.00 |
| £900.00 |
£600.00 |
Change and release manager
| £450.00 |
£300.00 |
| £550.00 |
£380.00 |
| £750.00 |
£520.00 |
Command and control centre manager
| £450.00 |
£300.00 |
| £550.00 |
£380.00 |
| £750.00 |
£520.00 |
| £950.00 |
£650.00 |
End user computing engineer
| £350.00 |
£250.00 |
| £500.00 |
£350.00 |
| £650.00 |
£450.00 |
| £850.00 |
£580.00 |
| £950.00 |
£650.00 |
IT service manager
| £400.00 |
£300.00 |
| £650.00 |
£500.00 |
| £850.00 |
£650.00 |
| £1,050.00 |
£800.00 |
Incident manager
| £650.00 |
£500.00 |
| £850.00 |
£650.00 |
Infrastructure engineer
| £400.00 |
£300.00 |
| £600.00 |
£450.00 |
| £750.00 |
£575.00 |
| £900.00 |
£675.00 |
| £1,050.00 |
£800.00 |
Infrastructure operations engineer
| £400.00 |
£300.00 |
| £600.00 |
£650.00 |
| £750.00 |
£575.00 |
| £900.00 |
£675.00 |
| £1,050.00 |
£800.00 |
Problem manager
| £450.00 |
£325.00 |
| £650.00 |
£475.00 |
Service desk manager
| £300.00 |
£225.00 |
| £400.00 |
£300.00 |
| £600.00 |
£450.00 |
| £750.00 |
£575.00 |
Service transition manager
| £450.00 |
£325.00 |
| £550.00 |
£400.00 |
| £700.00 |
£525.00 |
| £850.00 |
£650.00 |
Product and delivery roles
Business analyst
| £250.00 |
£175.00 |
| £350.00 |
£250.00 |
| £500.00 |
£375.00 |
| £600.00 |
£450.00 |
| £725.00 |
£550.00 |
| £850.00 |
£625.00 |
Delivery manager
| £450.00 |
£325.00 |
| £600.00 |
£450.00 |
| £750.00 |
£550.00 |
| £900.00 |
£675.00 |
Digital portfolio manager
| £450.00 |
£325.00 |
| £650.00 |
£475.00 |
| £800.00 |
£575.00 |
| £950.00 |
£700.00 |
Product manager
| £375.00 |
£265.00 |
| £645.00 |
£455.00 |
| £725.00 |
£505.00 |
| £725.00 |
£505.00 |
| £785.00 |
£565.00 |
Programme delivery manager
| £785.00 |
£565.00 |
Software development roles
Development operations (DevOps) engineer
| £265.00 |
£185.00 |
| £375.00 |
£265.00 |
| £525.00 |
£365.00 |
| £645.00 |
£455.00 |
| £675.00 |
£475.00 |
| £725.00 |
£505.00 |
| £755.00 |
£525.00 |
| £785.00 |
£545.00 |
| £825.00 |
£575.00 |
User-centred design roles
Accessibility specialist
| £375.00 |
£250.00 |
| £550.00 |
£375.00 |
| £650.00 |
£450.00 |
| £750.00 |
£525.00 |
Interaction designer
| £295.00 |
£215.00 |
| £355.00 |
£255.00 |
| £495.00 |
£345.00 |
| £595.00 |
£425.00 |
| £675.00 |
£495.00 |
| £785.00 |
£565.00 |
Service designer
| £295.00 |
£215.00 |
| £365.00 |
£265.00 |
| £495.00 |
£345.00 |
| £595.00 |
£425.00 |
| £675.00 |
£495.00 |
| £785.00 |
£565.00 |
User researcher
| £295.00 |
£215.00 |
| £375.00 |
£265.00 |
| £495.00 |
£345.00 |
| £595.00 |
£425.00 |
| £675.00 |
£495.00 |
| £785.00 |
£565.00 |
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
-
None of the criteria
-
Other security certifications
-
Yes
-
Any other security certifications
-
Staff screened to BS7858:2019 and BPSS standards
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
-
Plans to engage the contract workforce in deciding the most important workplace issues to address
-
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
-
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
-
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
-
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.
-
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
-
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
-
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
-
Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
-
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)
-
Measures for making facilities used in the delivery of the contract available for community groups, education or training
-
Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
-
Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
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
-
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
-
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)
-
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
-
Working conditions which promote an inclusive working environment and promote retention and progression
-
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
-
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: 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
-
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
-
Understanding of issues relating to entering the contract workforce
-
Creation of outreach activities to create a pipeline of employees for the future contract delivery
-
Content of the outreach activity is designed to suit the target cohort
-
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
-
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
-
Actions to invest in the physical and mental health and wellbeing of 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
contracts@bluebowrc.com.
Tell them what format you need. It will help if you say what assistive technology you use.