AASEYA SOFTWARE SERVICES (UK) LIMITED

Aaseya UX Consultancy Services

Aaseya UX Consultancy Service delivers user-centred design through research, wireframing, usability standards, and rapid prototyping. Backed by a strong enterprise UX practice, AI-assisted prototyping, and pre-built, platform-agnostic UI frameworks, Aaseya enables intuitive, accessible, scalable, and outcome-driven digital user experiences aligned to business objectives.

Features

• User research, personas, and journey mapping
• User-centred design across full delivery lifecycle
• Low-fidelity and high-fidelity wireframes
• Interactive prototypes and clickable mock-ups
• GenAI-assisted rapid UX prototyping
• Pre-built and custom UI framework components across enterprise platforms
• Cross-platform responsive UX design
• UX design expertise aligned with enterprise low-code and digital platforms
• Accessibility and usability standards compliance
• Design support during build and implementation

Benefits

• Leverages low-code UX expertise for faster, consistent design delivery
• Faster validation of design and requirements
• Reduced rework through early UX clarity
• Consistent user experience across channels
• Accelerated time-to-market through rapid prototyping
• Improved accessibility and usability compliance
• Lower delivery risk through user-centric design
• Scalable UX patterns reusable across multiple enterprise platforms
• Better alignment between business and users
• Measurable outcomes through experience-led design

• Education pricing available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 GCloud@aaseya.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

965568695869316

Contact

Matthew Leamy
07775 906650
GCloud@aaseya.com

About the service

• Service categories:

  Cloud Support Services

  Set Up and Migration

  • Data/information structure design
  • Engagement and communication planning
  • Service optimisation/right sizing
  • Mobilisation coordination
  • Other

Service scope

• Service constraints: The service has no known constraints

User support

• Email or online ticketing support: Yes, at extra cost
• Support response times: Support queries are responded to within customers' contracted SLAs during agreed service hours, based on priority. Out of service hours, e.g. weekends or Bank Holidays, queries are acknowledged on a best-efforts basis. If required, on-call support can be provided allowing critical issues to be escalated through the on-call team to ensure timely attention and continuity of service.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: No
• Support levels: We provide tiered support levels tailored to customer needs, typically including Standard Support and Enhanced Support delivered under a professional services agreement. Standard Support covers issue logging, triage, and resolution during agreed service hours, with response and resolution times based on the contracted SLA. Enhanced Support can include extended service hours, priority handling, and faster response commitments.; ; Support is delivered remotely by trained product specialists. Where required, a dedicated technical account manager or cloud support engineer can be provided at additional cost to oversee service performance, coordinate escalations, and act as a single point of contact for the customer.; ; Pricing for support levels is based on the scope, SLA, and resource requirements defined in the customer contract. Onsite support, if required, is available at extra cost and subject to prior agreement.

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Security Clearance (SC)

Pricing

• Discount for educational organisations: Yes

Architecture roles

Business architect

Role level	UK Rate	Offshore Rate
Business architect	£700.00	£250.00
Lead business architect	£850.00	£370.00

Data architect

Role level	UK Rate	Offshore Rate
Data architect	£800.00	£432.00
Senior data architect	£950.00	£432.00

Enterprise architect

Role level	UK Rate	Offshore Rate
Lead enterprise architect	£950.00	£432.00

Security architect

Role level	UK Rate	Offshore Rate
Security architect	£650.00
Lead security architect	£800.00
Principal security architect	£950.00

Solution architect

Role level	UK Rate	Offshore Rate
Lead solution architect	£950.00	£400.00

Technical architect

Role level	UK Rate	Offshore Rate
Senior technical architect	£700.00	£250.00
Lead technical architect	£850.00	£370.00
Principal technical architect	£950.00	£400.00

Chief digital and data roles

Chief data officer

Role level	UK Rate	Offshore Rate
Chief data officer	£1,300.00

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,300.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,300.00

Data roles

Analytics engineer

Role level	UK Rate	Offshore Rate
Trainee analytics engineer	£450.00
Analytics engineer	£550.00
Senior analytics engineer	£650.00
Lead analytics engineer	£800.00
Head of analytics engineering	£1,200.00

Data analyst

Role level	UK Rate	Offshore Rate
Associate analyst	£400.00	£176.00
Data analyst	£500.00	£240.00
Senior data analyst	£600.00	£376.00
Principal data analyst	£800.00

Data engineer

Role level	UK Rate	Offshore Rate
Data engineer	£600.00	£376.00

Data ethicist

Role level	UK Rate	Offshore Rate
Data ethics lead	£800.00
Head of data ethics	£1,000.00

Data governance manager

Role level	UK Rate	Offshore Rate
Data governance manager	£500.00	£216.00
Lead data governance manager	£650.00	£312.00
Head of data governance	£900.00

Data scientist

Role level	UK Rate	Offshore Rate
Trainee data scientist	£400.00	£120.00
Associate data scientist	£450.00	£200.00
Data scientist	£550.00	£288.00
Principal data scientist	£950.00	£472.00
Lead data scientist	£800.00	£432.00
Head of data science	£1,300.00

Machine learning engineer

Role level	UK Rate	Offshore Rate
Senior machine learning engineer	£715.00	£264.00
Lead machine learning engineer	£880.00	£385.00

IT operations roles

Application operations engineer

Role level	UK Rate	Offshore Rate
Associate application operations engineer	£400.00
Application operations engineer	£500.00
Senior application operations engineer	£600.00
Lead application operations engineer	£750.00
Principal application operations engineer	£850.00

Business relationship manager

Role level	UK Rate	Offshore Rate
Business relationship manager	£500.00
Senior business relationship manager	£650.00
Lead business relationship manager	£800.00

Change and release manager

Role level	UK Rate	Offshore Rate
Configuration analyst	£450.00
Change and release analyst	£550.00
Change and release manager	£700.00

Command and control centre manager

Role level	UK Rate	Offshore Rate
Operations analyst	£450.00
Senior operations analyst	£550.00
Operational control manager	£650.00
Head of command and control	£850.00

End user computing engineer

Role level	UK Rate	Offshore Rate
Associate end user computing engineer	£400.00	£112.00
End user computing engineer	£450.00	£152.00
Senior end user computing engineer	£600.00	£208.00
Lead end user computing engineer	£750.00	£208.00
Principal end user computing engineer	£850.00

IT service manager

Role level	UK Rate	Offshore Rate
IT service analyst	£400.00
IT service manager	£550.00
Senior IT service manager	£650.00
Head of IT service management	£1,000.00

Incident manager

Role level	UK Rate	Offshore Rate
Incident manager	£400.00
Major incident manager	£550.00

Infrastructure engineer

Role level	UK Rate	Offshore Rate
Associate infrastructure engineer	£350.00
Infrastructure engineer	£450.00
Senior infrastructure engineer	£600.00
Lead infrastructure engineer	£750.00
Principal infrastructure engineer	£950.00

Infrastructure operations engineer

Role level	UK Rate	Offshore Rate
Associate infrastructure operations engineer	£400.00
Infrastructure operations engineer	£500.00
Senior infrastructure operations engineer	£600.00
Lead infrastructure operations engineer	£700.00
Principal infrastructure operations engineer	£1,000.00

Problem manager

Role level	UK Rate	Offshore Rate
Problem analyst	£400.00
Problem manager	£450.00

Service desk manager

Role level	UK Rate	Offshore Rate
Service desk analyst	£350.00	£152.00
Service desk manager	£450.00	£152.00
Head of service desk	£900.00

Service transition manager

Role level	UK Rate	Offshore Rate
Service acceptance analyst	£400.00
Service readiness analyst	£400.00
Service transition manager	£500.00
Lead service transition manager	£650.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Senior business analyst	£650.00	£220.00
Lead business analyst	£850.00	£370.00

Delivery manager

Role level	UK Rate	Offshore Rate
Delivery manager	£850.00	£370.00
Senior delivery manager	£950.00	£400.00

Digital portfolio manager

Role level	UK Rate	Offshore Rate
Digital portfolio analyst	£400.00
Digital portfolio manager	£550.00
Senior digital portfolio manager	£650.00
Head of portfolio	£1,200.00

Product manager

Role level	UK Rate	Offshore Rate
Associate product manager	£500.00
Product manager	£650.00
Senior product manager	£750.00
Lead product manager	£850.00	£370.00
Head of product	£1,200.00

Programme delivery manager

Role level	UK Rate	Offshore Rate
Programme delivery manager	£950.00	£400.00

Service owner

Role level	UK Rate	Offshore Rate
Service owner	£950.00

Quality assurance testing (QAT) roles

Quality assurance testing (QAT) analyst

Role level	UK Rate	Offshore Rate
Senior QAT analyst	£650.00	£200.00
Lead QAT analyst	£700.00	£270.00

Test engineer

Role level	UK Rate	Offshore Rate
Lead test engineer	£850.00	£370.00

Test manager

Role level	UK Rate	Offshore Rate
Test manager	£950.00	£400.00

Software development roles

Development operations (DevOps) engineer

Role level	UK Rate	Offshore Rate
Apprentice DevOps engineer	£300.00	£120.00

Frontend developer

Role level	UK Rate	Offshore Rate
Senior frontend developer	£700.00	£250.00

Software developer

Role level	UK Rate	Offshore Rate
Senior developer	£700.00	£250.00

User-centred design roles

Accessibility specialist

Role level	UK Rate	Offshore Rate
Junior accessibility specialist	£400.00
Accessibility specialist	£475.00
Senior accessibility specialist	£550.00
Head of accessibility	£900.00

Content designer

Role level	UK Rate	Offshore Rate
Associate content designer	£400.00
Junior content designer	£400.00
Content designer	£500.00
Senior content designer	£600.00
Lead content designer	£700.00
Head of content design	£850.00

Content strategist

Role level	UK Rate	Offshore Rate
Content strategist	£650.00

Graphic designer

Role level	UK Rate	Offshore Rate
Associate graphic designer	£400.00
Junior graphic designer	£400.00
Graphic designer	£500.00
Senior graphic designer	£600.00
Lead graphic designer	£700.00
Head of graphic design	£1,000.00

Interaction designer

Role level	UK Rate	Offshore Rate
Associate interaction designer	£400.00
Junior interaction designer	£400.00
Interaction designer	£500.00
Senior interaction designer	£650.00
Lead interaction designer	£650.00
Head of interaction design	£1,000.00

Service designer

Role level	UK Rate	Offshore Rate
Associate service designer	£400.00
Junior service designer	£400.00
Service designer	£500.00
Senior service designer	£600.00
Lead service designer	£650.00
Head of service design	£1,000.00

Technical writer

Role level	UK Rate	Offshore Rate
Technical writer	£400.00
Lead technical writer	£650.00

User researcher

Role level	UK Rate	Offshore Rate
Associate user researcher	£400.00
Junior user researcher	£400.00
User researcher	£500.00
Senior user researcher	£650.00
Lead user researcher	£650.00
Head of user research	£900.00

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: Bureau Veritas Certification Holding SAS – UK Branch
• ISO/IEC 27001 accreditation date: Tuesday 30 July 2024
• What the ISO/IEC 27001 doesn’t cover: Aaseya’s ISO/IEC 27001:2022 certification does not cover customer-owned or customer-managed environments, infrastructure, applications, or data where Aaseya does not have operational or administrative control, nor does it extend to third-party platforms, cloud services, tools, or subcontractors that are not governed under Aaseya’s Information Security Management System. The certification also excludes client internal business processes, data governance, end-user devices, networks, or operational controls that fall outside Aaseya’s contracted responsibilities or the defined Statement of Applicability. Where services involve customer-controlled or third-party environments, appropriate contractual and governance controls are applied, but those elements are not themselves ISO/IEC 27001:2022 certified.
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• ISO 9001 certification accredited by: Bureau Veritas Certification Holding SAS – UK Branch
• ISO 9001 accreditation date: Monday 11 December 2023
• What the ISO 9001 doesn’t cover: Aaseya’s ISO 9001:2015 certification does not cover customer-owned or customer-managed processes, tools, systems, or environments that are outside Aaseya’s direct control, nor services delivered entirely by third-party suppliers or subcontractors not operating under Aaseya’s Quality Management System. The certification also excludes client internal governance, business decision-making, or operational activities beyond the scope of contracted services, as well as any products or services delivered outside the defined organisational and certification scope. Where third parties or customer-controlled environments are involved, Aaseya applies appropriate quality and supplier management practices, although these elements are not themselves ISO 9001:2015 certified.
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: No
• Cyber Essentials Alternative: None of the criteria
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: 846651b2-384a-4a5d-b3c5-08e7a75a52df
• Other security certifications: No

Social value

• 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
  • 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 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
  • 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
  • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
  • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
  • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  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

  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
  • 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
  • Introducing transparency to pay and reward processes
  • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
  • 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

  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
  • Understanding of issues relating to entering the contract workforce
  • 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.

  • 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

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 GCloud@aaseya.com. Tell them what format you need. It will help if you say what assistive technology you use.