CYBERFORT LIMITED
Digital Forensics and Incident Response (DFIR)
Cyberfort’s Digital Forensics and Incident Response service helps prepare for, respond to and recover from cyber incidents. Our DFIR specialists deliver rapid containment, investigation and recovery across network, endpoint and cloud environments, supported by forensic evidence handling and chain of custody. Providing actionable insights, root cause analysis, and resilience improvements.
Features
- 24x7 Incident Response Hotline for immediate access to DFIR specialists
- Incident Response Retainer with guaranteed 4-hour response for critical incidents
- Dedicated Incident Response Manager assigned for high-severity incidents
- Network forensics identify unauthorised access, lateral movement, and data exfiltration
- Endpoint forensics across laptops/desktops/mobiles to investigate compromise and data theft
- Cloud forensics aligned providing guidelines, preserve evidence and investigate incidents
- Malware analysis isolates, analyses and understands malicious payloads/attacker tooling
- Threat intelligence identifies threat actor behaviours and reduce future risk
- Technology recovery support restores critical infrastructure/systems safely after an incident
Benefits
- Rapid incident containment minimises business disruption and stop attacker progression.
- Faster recovery and restoration of systems and services following compromise.
- Clear root cause analysis understanding breach occurrence and prevent recurrence.
- Improved decision-making under pressure through structured response leadership and coordination.
- Stronger evidence handling supporting investigations, insurance, legal, and regulatory needs.
- Reduced impact of ransomware and extortion through expert-led response/recovery actions.
- Enhanced visibility into attacker activity across network/endpoint/cloud environments.
- Better preparedness/readiness through planning, playbooks, and proactive forensic readiness.
- Improved compliance outcomes by supporting reporting obligations and regulatory expectations.
- Long-term resilience uplift by turning incident-lessons into measurable security improvements.
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
9 3 3 2 9 8 9 7 6 6 3 5 1 2 1
Contact
CYBERFORT LIMITED
Cyberfort Bid Team
Telephone: 01635 015600
Email: bidmanagement@cyberfortgroup.com
About your service
- Service categories
-
Cloud Support Services
Security Services
- Security incident management
Service scope
- Service constraints
- No constraints
User support
- Email or online ticketing support
- Yes
- Support response times
-
Cyberfort’s Service Desk operates 24/7/365 and is the primary point of contact, undertaking initial triaging of any service requests, incidents, or events directly with the client.
A ticket number is issued with an initial response within 15-minutes of logging a query.
Resolution time goals will be calculated in accordance with a priority matrix. - User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 A
- Phone support
- Yes
- Phone support availability
- 24 hours, 7 days a week
- Web chat support
- No
- Support levels
-
For our security testing services we provide support by putting in place the right team structure, governance and engagement processes to ensure we deliver the require outcomes. Each engagement is supported by a dedicated team, ensuring continuity, communication, and quality:
• Head of Offensive Security/Service Project Manager: Primary point of contact managing scheduling, logistics, and documentation control; maintains communication logs and milestones.
• CHECK Team Leader (CTL)/Lead Consultant: Responsible for all technical scoping, documentation, and delivery oversight. Defines technical scope and confirms toolsets, testing approach, and asset coverage.
• Quality Assurance (QA) Reviewer: Independent internal reviewer responsible for governance validation and technical QA prior to testing commencement.
• Account Manager: Provides escalation route and ensures commercial and contractual alignment.
Testing Engagement Timelines
• Standard mobilisation: within 5 working days of request acceptance.
• Accelerated mobilisation: within 48hrs for urgent or high-priority requests.
• Final Test Report: within 5 working days
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate network architect | £750.00 | |
| Network architect | £850.00 | |
| Lead network architect | £950.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Security architect | £850.00 | |
| Lead security architect | £950.00 | |
| Principal security architect | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £650.00 | |
| Solution architect | £750.00 | |
| Senior solution architect | £850.00 | |
| Lead solution architect | £950.00 | |
| Principal solution architect | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £650.00 | |
| Technical architect | £750.00 | |
| Senior technical architect | £850.00 | |
| Lead technical architect | £950.00 | |
| Principal technical architect | £1,150.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £1,500.00 |
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead cyber security audit and assurance | £850.00 | |
| Principal cyber security audit and assurance | £950.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security governance and risk manager | £850.00 | |
| Lead cyber security governance and risk manager | £950.00 | |
| Principal cyber security governance and risk manager | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security monitoring | £850.00 | |
| Lead cyber security monitoring | £950.00 | |
| Principal cyber security monitoring | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber incident response | £1,350.00 | |
| Lead cyber security incident response | £1,850.00 | |
| Principal cyber security incident response | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security vulnerability management | £850.00 | |
| Lead cyber security vulnerability management | £950.00 | |
| Principal cyber security vulnerability management | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security digital forensics | £1,350.00 | |
| Lead cyber security digital forensics | £1,850.00 | |
| Principal cyber security digital forensics | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security testing | £1,000.00 | |
| Lead cyber security penetration testing | £1,100.00 | |
| Principal cyber security testing | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security secure systems architecture and design | £850.00 | |
| Lead cyber security secure systems architecture and design | £950.00 | |
| Principal cyber security secure systems architecture and design | £1,150.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £950.00 | |
| Major incident manager | £1,150.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £750.00 | |
| Delivery manager | £850.00 | |
| Senior delivery manager | £950.00 | |
| Head of (Agile) delivery management | £1,150.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,150.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- BSi
- ISO/IEC 27001 accreditation date
- Monday 9 September 2024
- What the ISO/IEC 27001 doesn’t cover
- N/A - our certification covers all services including consultancy, penetration testing, MDR, SOC and managed cloud and hosting services.
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- BSi
- ISO 9001 accreditation date
- Monday 11 December 2023
- What the ISO 9001 doesn’t cover
- N/A - our certification covers all services including consultancy, penetration testing, MDR, SOC and managed cloud and hosting services.
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- B9cc0f19-e43f-4134-b66a-6ad8fe08bf7f
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- A8e1235b-4fad-4a43-8b84-79f148ef36ce
- 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
- 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
- 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
- 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
- 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
- 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
- Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
-
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
- 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
- Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
- 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
- Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
- 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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach 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
- 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 bidmanagement@cyberfortgroup.com.
Tell them what format you need. It will help if you say what assistive technology you use.