TALENT INTERNATIONAL (UK) LIMITED
Cloud Migration Planning & Architecture Advisory
Our Cloud Migration Planning service supports safe, value-driven cloud moves. We assess current capability and gaps, define target-state cloud architecture, compare options, risks and trade-offs, then create a practical delivery roadmap with phased activities. The result is a clear, evidence-based migration plan that underpins successful cloud adoption.
Features
- Capability analysis: people, process, tooling, and readiness assessment.
- Enterprise architecture support aligned to organisational standards.
- Cloud gap assessment across security, ops, and technology.
- Architecture options analysis with trade-offs and recommendations.
- Migration wave planning based on risk and dependencies.
- Target operating model for cloud delivery and operations.
- Data, integration, and identity architecture considerations included.
- Non-functional requirements definition: resilience, performance, observability, security.
- Delivery roadmaps with milestones, dependencies, and decision points.
- Governance artefacts: principles, patterns, and reference architectures.
Benefits
- Reduced migration risk through structured assessment and planning.
- Faster delivery with clear architectural direction and standards.
- Better outcomes through options analysis and trade-offs.
- Avoids rework by clarifying dependencies and constraints early.
- Improved assurance with traceable decisions and architecture evidence.
- More predictable costs and timelines through phased roadmapping.
- Stronger alignment between technology, operations, and security.
- Clearer ownership via target operating model definition.
- Improved service resilience by designing non-functional requirements upfront.
- Easier supplier management using shared patterns and principles.
Architecture roles
Business architect
| £300.00 |
|
| £400.00 |
|
| £600.00 |
|
| £1,000.00 |
|
Data architect
| £600.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Enterprise architect
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Network architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
Security architect
| £600.00 |
|
| £800.00 |
|
| £1,100.00 |
|
Solution architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Technical architect
| £400.00 |
|
| £600.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Chief digital and data roles
Chief data officer
| £1,300.00 |
|
Chief information security officer
| £1,300.00 |
|
Chief technology officer
| £1,300.00 |
|
Data roles
Analytics engineer
| £300.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £900.00 |
|
Data analyst
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
Data engineer
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £950.00 |
|
Data ethicist
| £950.00 |
|
| £1,100.00 |
|
Data governance manager
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
Data scientist
| £300.00 |
|
| £400.00 |
|
| £700.00 |
|
| £1,000.00 |
|
| £950.00 |
|
| £1,200.00 |
|
Machine learning engineer
| £750.00 |
|
| £850.00 |
|
Performance analyst
| £300.00 |
|
| £450.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Product and delivery roles
Business analyst
| £300.00 |
|
| £350.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £900.00 |
|
Delivery manager
| £400.00 |
|
| £600.00 |
|
| £850.00 |
|
| £1,100.00 |
|
Digital portfolio manager
| £400.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Product manager
| £350.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
| £1,000.00 |
|
Programme delivery manager
| £850.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
Test engineer
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
Test manager
| £850.00 |
|
| £950.00 |
|
Software development roles
Development operations (DevOps) engineer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £700.00 |
|
| £750.00 |
|
| £850.00 |
|
| £850.00 |
|
| £950.00 |
|
| £950.00 |
|
Frontend developer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
Software developer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £750.00 |
|
| £750.00 |
|
| £850.00 |
|
| £850.00 |
|
User-centred design roles
Accessibility specialist
| £400.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
Content designer
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £900.00 |
|
Interaction designer
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £950.00 |
|
Service designer
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
| £1,000.00 |
|
User researcher
| £350.00 |
|
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
Non-mandatory Standards and certifications
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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
-
43be4190-589a-4605-afdd-44a771e50b69
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
4dca4f33-4b25-4bbe-b575-0440a156db62
-
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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New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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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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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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Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
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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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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
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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)
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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
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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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Other measures to offer development opportunities for the target cohort(s) in the contract workforce
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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
Service documents
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