CRIMSON LIMITED
AI Deployment
A technical deployment service that prepares, configures, and rolls out Microsoft 365 Copilot & Co Pilot Studio securely and effectively. We establish the right technical, security, and policy foundations to enable safe adoption, rapid engagement, and measurable productivity gains.
Features
- Condensed AI discovery assessment
- Microsoft 365 technical readiness checks
- Security and compliance configuration
- Data protection and DLP policy setup
- Licensing review and pilot enablement
- Pilot monitoring and usage analysis
- Admin runbooks and documentation
- Responsible AI guidance
- End-user training and enablement
- Full rollout support
Benefits
- Reduces technical deployment risk
- Ensures Copilot is securely configured
- Accelerates time to value
- Improves user confidence and trust
- Protects sensitive information
- Enables scalable AI rollout
- Reduces operational disruption
- Supports compliant AI usage
- Improves adoption during rollout
- Builds a stable AI foundation
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
9 5 8 1 8 0 4 0 7 1 7 5 8 6 2
Contact
CRIMSON LIMITED
Ciara Clare McMillan
Telephone: +447887690504
Email: ciara.mcmillan@crimson.co.uk
About your service
- Service categories
-
Cloud Support Services
Cloud Migration Planning
- Enterprise architecture
- Delivery Road-mapping
Service scope
- Service constraints
- Our service is delivered using Microsoft cloud technologies and is therefore dependent on buyers holding appropriate Microsoft licences and tenancy access. Implementation timelines may be influenced by data quality, legacy system readiness, security approvals, and stakeholder availability
User support
- Email or online ticketing support
- Yes
- Support response times
- This will depend on the customers support plan and associated SLA's. We offer three levels of support Essentials, Advantage and Premiere each has specific SLA's. We also can work with customers on bespoke support packages which meet their specific needs.
- 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
- No
- Support levels
-
We provide three core support tiers designed to meet varying business needs:
Essentials: Entry-level support offering 3rd-line break/fix assistance, telephone and remote support during standard hours (09:00–17:30, Mon–Fri).
Advantage: Enhanced support with extended hours (08:00–18:00), faster SLAs, and optional out-of-hours patching.
Premier: Fully managed service, proactive monitoring, on-site support options, and quarterly service reviews.
Each tier includes access to our experienced support engineers and covers technologies such as Microsoft Dynamics 365, Power Platform, Office 365, Azure, and integrations. Response SLAs vary by severity: P1 issues are addressed within 2 hours for Essentials, 1 hour for Advantage, and 30 minutes for Premier.
Pricing is tailored to client requirements and solution complexity.
Technical Account Management
Premier customers benefit from dedicated account management and advisory services. We also provide access to cloud support engineers and can arrange technical specialists for architectural reviews and optimisation.
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 |
|---|---|---|
| Trainee business architect | £800.00 | |
| Associate business architect | £950.00 | |
| Business architect | £1,000.00 | |
| Lead business architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,000.00 | |
| Senior data architect | £1,250.00 | |
| Chief data architect | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,000.00 | |
| Senior enterprise architect | £1,200.00 | |
| Lead enterprise architect | £1,250.00 | |
| Principal enterprise architect | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,000.00 | |
| Solution architect | £1,000.00 | |
| Senior solution architect | £1,000.00 | |
| Lead solution architect | £1,250.00 | |
| Principal solution architect | £1,450.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £1,450.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee analytics engineer | £800.00 | |
| Analytics engineer | £900.00 | |
| Senior analytics engineer | £1,000.00 | |
| Lead analytics engineer | £1,200.00 | |
| Head of analytics engineering | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £800.00 | |
| Data analyst | £800.00 | |
| Senior data analyst | £900.00 | |
| Principal data analyst | £1,000.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £900.00 | |
| Delivery manager | £1,000.00 | |
| Senior delivery manager | £1,250.00 | |
| Head of (Agile) delivery management | £1,425.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £750.00 | |
| QAT analyst | £800.00 | |
| Senior QAT analyst | £900.00 | |
| Lead QAT analyst | £950.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £800.00 | |
| Test engineer | £850.00 | |
| Senior test engineer | £900.00 | |
| Lead test engineer | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test manager | £900.00 | |
| Head of test | £1,000.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £800.00 | |
| Junior DevOps engineer | £800.00 | |
| DevOps engineer | £900.00 | |
| Senior DevOps engineer | £1,000.00 | |
| Senior DevOps engineer - management | £1,200.00 | |
| Lead DevOps engineer | £1,000.00 | |
| Lead DevOps engineer - management | £1,200.00 | |
| Principal DevOps engineer | £1,250.00 | |
| Principal DevOps engineer - management | £1,250.00 |
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
- A5d542cc-f94f-4ca2-83c0-033f56e4e8d0
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 14df8697-965f-493d-92d6-6884a293f557
- 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 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
- 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
- Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
- 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
- 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
-
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.
- 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 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)
-
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
- 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
- Working conditions which promote an inclusive working environment and promote retention and progression
- 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
-
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
-
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 ciara.mcmillan@crimson.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.