Revolve Labs
Immersive VR Training
Revolve Labs provides an end‑to‑end immersive learning design service for healthcare organisations, focusing on high‑quality virtual reality training. Our team combines educational expertise with advanced digital production to create impactful, accessible learning experiences that improve clinical confidence and patient outcomes. Accredited healthcare education that saves time, money, and improves outcomes.
Features
- Tailored solutions aligned with organisational needs
- Seamless integration into existing processes
- Collaboration to map decision points and scripts
- Focus on interaction for immersive experiences
- 360 location filming with clients, actors and specialists
- Authentic high-quality material for integration
- Regular reviews by subject matter experts
- Post-launch, analytics dashboards and debriefs track outcomes.
Benefits
- Expert led solutions for immersive experiences
- Modules are packaged and launched to VR headsets
- Configured for kiosk mode and device management
- Interactivity, branching, scoring, and accessibility built in.
- Logistics, casting, and continuity managed end-to-end
- Data driven results to address specific challenges
- High-quality comprehensive VR solutions
- Enhanced learner engagement
Pricing
- Education pricing available
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,
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Framework
G-Cloud 15
Service ID
8 5 9 1 3 7 2 3 2 6 0 3 7 7 1
Contact
Revolve Labs
Hamish Mackenzie
Telephone: 07786658369
Email: hello@revolvelabs.co.uk
About your service
- Service categories
-
Cloud Support Services
Training
- Function/service optimisation skills
Service scope
- Service constraints
- Revolve Labs provide a fully flexible support service, we can operate remotely and on site dependent on customer requirements.
User support
- Email or online ticketing support
- Yes
- Support response times
-
Various options are available and can be tailored to individual customer requirements.
Monday - Friday 9am - 5pm BST
Weekend response times if required are 9am - 5pm BST - User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AAA
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- Yes
- Web chat support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support accessibility standard
- WCAG 2.2 AAA
- Web chat accessibility testing
-
Revolve Labs has undertaken web chat testing including, use of alternative input devices for low vision users, users with disabilities can find references to content based on printed versions of documents and users can easily find the help feature ensuring its consistently visible.
• Users with cognitive disabilities, assisting with form filling. - Support levels
- Our support levels include onsite, email and telephone assistance for end-user support/service requests. Our projects typically employ an account management structure as as part of our delivery and quality assurance processes.
- AI chatbot
- No
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 |
|---|---|---|
| Solution architect | £900.00 | £900.00 |
| Senior solution architect | £900.00 | £900.00 |
| Lead solution architect | £900.00 | £900.00 |
| Principal solution architect | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £900.00 | £900.00 |
| Senior technical architect | £900.00 | £900.00 |
| Lead technical architect | £900.00 | £900.00 |
| Principal technical architect | £900.00 | £900.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £900.00 | £900.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business relationship manager | £900.00 | £900.00 |
| Senior business relationship manager | £900.00 | £900.00 |
| Lead business relationship manager | £900.00 | £900.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business analyst | £900.00 | £900.00 |
| Senior business analyst | £900.00 | £900.00 |
| Lead business analyst | £900.00 | £900.00 |
| Head of business analysis | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Delivery manager | £900.00 | £900.00 |
| Senior delivery manager | £900.00 | £900.00 |
| Head of (Agile) delivery management | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £900.00 | £900.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Frontend developer | £900.00 | £900.00 |
| Senior frontend developer | £900.00 | £900.00 |
| Lead frontend developer | £900.00 | £900.00 |
| Head of frontend development | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior developer | £900.00 | £900.00 |
| Senior developer - management | £900.00 | £900.00 |
| Lead developer | £900.00 | £900.00 |
| Lead developer - management | £900.00 | £900.00 |
| Principal developer | £900.00 | £900.00 |
| Principal developer - management | £900.00 | £900.00 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior accessibility specialist | £900.00 | £900.00 |
| Head of accessibility | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior content designer | £900.00 | £900.00 |
| Lead content designer | £900.00 | £900.00 |
| Head of content design | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Graphic designer | £900.00 | £900.00 |
| Senior graphic designer | £900.00 | £900.00 |
| Lead graphic designer | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior interaction designer | £900.00 | £900.00 |
| Lead interaction designer | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service designer | £900.00 | £900.00 |
| Senior service designer | £900.00 | £900.00 |
| Lead service designer | £900.00 | £900.00 |
| Head of service design | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical writer | £900.00 | £900.00 |
| Lead technical writer | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior user researcher | £900.00 | £900.00 |
| Lead user researcher | £900.00 | £900.00 |
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
- 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
- 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
-
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 local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
- Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- Plans for positive actions with community groups.
- 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
- 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
- Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
-
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
- 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)
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
- Introducing transparency to pay and reward processes
- 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
- Understanding of issues relating to entering the contract workforce
- Creation of outreach activities to create a pipeline of employees for the future contract delivery
-
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
- 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 hello@revolvelabs.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.