Human-Centric AI R&D
Origami Labs provides collaborative AI R&D, guiding customers through discovery, down-selection, and system development. We engage stakeholders to deeply understand constraints and opportunities. By delivering high-impact, scalable outputs, we ensure public sector teams gain the tools and knowledge necessary to manage and evolve their AI solutions independently.
Features
- We’re technology agnostic and offer impartial advice about what’s possible
- Experts in machine learning, whether supervised, unsupervised, or semi-supervised
- Specialising in computer vision and biometrics using EO/IR and sensors
- Experienced in knowledge graphs and reasoning for the real world
- Exploiting and analysing LLMs for Natural Language Processing and interfaces
- Leverage data analytics, prediction and optimisation for efficient operational capabilities
- Ethical AI to enable transparent, explainable, assured and trusted decisions
- A human-centric approach to technology selection and development
- We adopt an agile, collaborative approach to our development projects
- We work with the customer’s available infrastructure, tooling and processes
Benefits
- Rapidly transform the latest academic research into capability enhancements
- Build trustworthy, assured and safe outcomes for mission critical applications
- Customers are fully engaged throughout and own the outputs
- Collectively deepen understanding of the true problem to be solved
- Rapid prototyping uncovers hidden requirements or constraints by testing assumptions
- Value for money and assured outcomes through our agile process
- Integration with existing systems, data sources, processes, and infrastructure
- Engage expert engineers who advance the state of the art
- Leverage expertise and experience from across government and commercial sectors.
- Plan for, and development with future advances in mind
Pricing
Service documents
Request an accessible format
Framework
G-Cloud 15
Service ID
8 7 3 3 6 9 7 4 4 6 5 4 6 1 3
Contact
ORIGAMI LABS UK LTD
Chris Allsopp
Telephone: 07572991301
Email: frameworks@origamilabs.co.uk
About your service
- Service categories
-
Cloud Support Services
Ongoing Support
- Other
Service scope
- Service constraints
- N/A
User support
- Email or online ticketing support
- Yes
- Support response times
- Support is available via email during office hours (Monday to Friday 0900 to 1700 excluding public holidays).
- User can manage status and priority of support tickets
- No
- Phone support
- No
- Web chat support
- No
- Support levels
- N/A
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
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,210.00 | |
| Senior data architect | £1,450.00 | |
| Chief data architect | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £800.00 | |
| Solution architect | £1,100.00 | |
| Senior solution architect | £1,210.00 | |
| Lead solution architect | £1,450.00 | |
| Principal solution architect | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £800.00 | |
| Technical architect | £1,100.00 | |
| Senior technical architect | £1,210.00 | |
| Lead technical architect | £1,450.00 | |
| Principal technical architect | £1,650.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £800.00 | |
| Senior data engineer | £1,100.00 | |
| Lead data engineer | £1,210.00 | |
| Head of data engineering | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate data scientist | £800.00 | |
| Data scientist | £1,100.00 | |
| Principal data scientist | £1,210.00 | |
| Lead data scientist | £1,450.00 | |
| Head of data science | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £1,210.00 | |
| Lead machine learning engineer | £1,450.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior DevOps engineer - management | £790.00 | |
| Lead DevOps engineer | £1,050.00 | |
| Lead DevOps engineer - management | £1,160.00 | |
| Principal DevOps engineer | £1,370.00 | |
| Principal DevOps engineer - management | £1,580.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior developer - management | £790.00 | |
| Lead developer | £1,050.00 | |
| Lead developer - management | £1,160.00 | |
| Principal developer | £1,370.00 | |
| Principal developer - management | £1,580.00 |
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
- Yes
- Please provide your Cyber Essentials Certificate Number
- D04c1415-ffd7-4904-adcd-c49460ac35ba
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 4a3a4939-7adb-4fbd-9879-94eddc8d07aa
- 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
- 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
- Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
- 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
- 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
- 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.
- 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
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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.
- 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
- Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
- Working conditions which promote an inclusive working environment and promote retention and progression
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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.
- 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
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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.
- Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
-