BCN GROUP LTD.
BCN Pathfinder
BCN Pathfinder delivers AI-powered cloud support, guiding organizations from discovery to measurable value. Through structured workshops, rapid pilots, and scalable rollouts, Pathfinder ensures secure, evidence-based transformation. The service provides actionable roadmaps, proof-of-value pilots, and continuous improvement, reducing risk and accelerating adoption for sustainable business outcomes.
Features
- AI-led discovery workshop identifies opportunities, aligns objectives, and assesses readiness.
- Prioritised backlog links business challenges to measurable outcomes and value
- 12-month roadmap details sequencing, dependencies, and clear success criteria
- Proof-of-value pilot delivers rapid implementation, validating impact and lessons learned
- Controls-first delivery embeds security, governance, and transparent risk management upfront.
Benefits
- Clarity and confidence with evidence-backed, board-ready AI adoption roadmap
- Reduced risk through evidence-gated progress and safe, scalable transformation
- Measurable outcomes: tangible artefacts, pilots, and actionable scaling plans delivered
- Accelerated value: rapid discovery and implementation cycles minimize uncertainty
- Expert-led delivery combines AI innovation with cross-specialist human expertise
Architecture roles
Business architect
| £1,260.00 |
|
Enterprise architect
| £1,260.00 |
|
Network architect
| £950.00 |
|
Security architect
| £1,260.00 |
|
Solution architect
| £1,050.00 |
|
Technical architect
| £1,260.00 |
|
Chief digital and data roles
Chief data officer
| £1,400.00 |
|
Chief information security officer
| £1,400.00 |
|
Chief technology officer
| £1,400.00 |
|
Cyber security roles
Cyber security audit and assurance
| £1,000.00 |
|
Cyber security governance and risk management
| £1,000.00 |
|
Cyber security monitoring
| £1,000.00 |
|
Cyber security incident response
| £1,000.00 |
|
Cyber security vulnerability management
| £1,000.00 |
|
Data roles
Analytics engineer
| £1,260.00 |
|
Machine learning engineer
| £1,260.00 |
|
Performance analyst
| £1,000.00 |
|
IT operations roles
Application operations engineer
| £1,000.00 |
|
Business relationship manager
| £1,000.00 |
|
Change and release manager
| £1,000.00 |
|
End user computing engineer
| £1,000.00 |
|
IT service manager
| £1,260.00 |
|
Incident manager
| £1,260.00 |
|
Infrastructure engineer
| £1,000.00 |
|
Infrastructure operations engineer
| £1,000.00 |
|
Problem manager
| £1,260.00 |
|
Service desk manager
| £850.00 |
|
| £1,000.00 |
|
Service transition manager
| £1,260.00 |
|
Product and delivery roles
Business analyst
| £1,260.00 |
|
Delivery manager
| £1,260.00 |
|
Digital portfolio manager
| £1,260.00 |
|
Product manager
| £1,260.00 |
|
Programme delivery manager
| £1,260.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £1,000.00 |
|
Software development roles
Development operations (DevOps) engineer
| £950.00 |
|
Frontend developer
| £950.00 |
|
Software developer
| £950.00 |
|
User-centred design roles
Accessibility specialist
| £950.00 |
|
Content strategist
| £950.00 |
|
Interaction designer
| £950.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
-
Yes
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Who accredited the ISO/IEC 27001
-
SGS United Kingdom Ltd
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ISO/IEC 27001 accreditation date
-
Sunday 13 July 2025
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What the ISO/IEC 27001 doesn’t cover
-
N/A
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ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
Who accredited the ISO 9001 certification
-
SGS United Kingdom Ltd
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ISO 9001 accreditation date
-
Tuesday 8 July 2025
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What the ISO 9001 doesn’t cover
-
N/A
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Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
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Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
052f6698-37b9-4ac9-b227-cacfc5cd7a9f
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Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
63c519cc-b513-414c-937a-7be3f1156af7
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Other security certifications
-
Yes
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Any other security certifications
-
NHS DSPT
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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Ensuring new workers are informed of their right to join a trade union
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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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Activities to cascade good practice on fair working conditions throughout the supply chain
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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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Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
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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
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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
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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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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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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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How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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: 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.
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Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
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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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Understanding of issues relating to entering the contract workforce
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
Service documents
Request an accessible format
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