Q7Leader

Chief Executive Officer

welovefounders

Operating Partner

Kara.ai

Investor

LetsBuild

We help the construction stakeholders ( mainly contractors ) going from traditional to digital at record speed, while being cost efficient.

Case studies (among 100+ others):
VolkerFitzpatrik (...)
Provievienda (0-15% cost savings - 10 Months)
HusCompagniet (0 to 10% cost saving)
Jerram Falkus (0-20% delay reduction)
Silverlife (sub-contractor) (0 - 100% transparancy for client)
Juul & Nielsen (0 - 4% optimisation gain company level)

6 offices, 7 years in business, 95% customer satisfaction, projects in 35 countries.

Asses your company's digital maturity on our assesment quizz here: https://www.letsbuild.com/cdml

Chief Revenue Officer (CRO)

APROPLAN is transforming the practice and management of building and construction projects. We are restoring order to the construction sites by getting rid of communication barriers and replacing them with a culture of trust through transparency and information sharing.

APROPLAN is leading the way in introducing user-friendly digital and lean processes in the construction industry. These new systems are reducing errors and mental workload helping teams increase productivity and profitability. By doing so, we are allowing the realisation of even more complex and ambitious construction projects. 

APROPLAN aims to be the most cost-effective and user-friendly construction project management system in the market today.

A.T. Kearney

Associate

Contract Manager

Product Manager

Bid Manager

Account Executieve

In 2010, Steve Jobs announced the first iPad, but it was only in 2011 that the camera was added to the iPad.  

This camera triggered my entrepreneurial journey. 

Before that, communication on construction projects would happen via phone, email, and face-to-face meetings.

The iPad created a significant opportunity to disrupt the construction sector. Through an app, a foreman could quickly drop a pin on a drawing, take a picture showing the issue, and send a pdf report that needed no explanation. 

In 2012, I founded co-founded Aproplan. We built an app to help contractors, sub-contractors, and architects communicate better in the field.

We got early traction, quickly reaching €1m in ARR, raising funds from angel investors and reputable VC firms. We grew the business from a handful of people to 80 before merging with a Danish player to form LetsBuild, a 150 people-strong company in 5 different countries. 

I could stop the story here and say that everything was fantastic.

But that would only be one side of the story…

Like every entrepreneurial journey, it was a bumpy ride.

It was very stressful and frustrating at times. 

Early on, we had to do a management buy-out to solve a significant founders’ issue that almost killed the company.

We raised money from a reputable VC firm to grow the business.

This brought significant stress to grow faster, especially when you discover that international expansion is super challenging and so dependent on hiring the right people.

We merged with a company in the Nordics and almost doubled in size over night. And while the merger made a lot of sense on paper, merging two very different cultures made me realise it was all about people. 

Along the way, we raised and burned way too much money, hoping that money would solve all our growth problems.

Then COVID hit, and I burned out.

I had spent 8 years building a company. I was traveling 4 days a week, working weekends, and ignoring my family.

In 2021, I met Reggy and Pascal, founders of Q7Leader and discovered the People Model Canvas to me. I saw how powerful it was and all the challenges it would have helped me solve during my journey at Aproplan and LetsBuild.  

Today, I’m the CEO of Q7Leader and help B2B SaaS executives grow their business from 1m€ to 10m€ in a cash-efficient way so they don’t get diluted and keep control of their company. 

I write daily posts on LinkedIn where I share my learnings and the playbooks we use to grow Q7Leader in a cash-efficient way.

Thomas Goubau

I met 100+ HR leaders in one day.

Only 4 told me their CEO prioritized this new law ↓

Last week, I went to the first HR fair in Belgium.

We talked with HR leaders, CEOs, and C-level execs about one thing:

The EU Pay Transparency directive coming next year.

And clearly, most teams are not ready...

I saw the same pattern over and over:

- HR teams worry about compliance
- CEOs feel the pressure but lack clear answers
- Everyone talks about risk, but few have a plan

If you don’t know where you stand, you can’t fix it.

That's why we built a quiz to help you out.

1. You answer 15 simple questions.
2. You get your pay transparency score.
3. You see your risk level for the EU rules.
4. You get custom recommendations to close the gaps.

It takes 3 minutes. Free. No strings attached.

→ Take the test: https://bit.ly/3X36Xn3

Don’t get caught unprepared.
Discover where you stand now.

P.S. thanks Htag by Références for the great event

Growing a B2B SaaS in a cash-efficient way by setting the operational foundations and make sure you have the right people in the right seat • CEO at Q7Leader • Operating Partner at welovefounders •

Your sales team is not the problem.
Your leadership habits are.
I had to learn this the hard way as CRO and later as CEO in B2B SaaS.

Revenue stalls.
Conversion drops.
Pipeline looks weak.

First reflex?
Blame the team.

“They don’t push enough.”
“They waste leads.”
“They are not hungry.”

Big mistake.
I was one of them.

Here is what I saw when I stopped blaming and started looking in the mirror:

• Reps got zero clear focus. Everyone chased “everything that moves.”
• 1:1s were random chats, not real coaching.
• We spoke about targets, not about concrete actions.
• We celebrated wins but never did a real loss review.

So of course you hear:

“It’s the market.”
“Prospect went silent.”
“Budget is frozen.”

Those lines fill the space where leadership should sit.

The truth is harsh:
When you avoid accountability as a leader, your team learns to avoid it too.

Here is what I changed (and what I now ask founders in portfolio companies to do):

• Set a simple, clear game plan
→ Who is our ICP
→ What offers we push
→ How many new deals each rep owns

• Turn 1:1s into work sessions
→ Open the CRM together
→ Pick 5 deals
→ Agree on next steps and due dates
→ Write them down

• Kill the excuse language
→ No more “market is hard”
→ Ask “What do we control in this deal?”
→ Ask “What do we try next?”

• Lead by numbers and by behavior
→ Track inputs, not only revenue
→ Call out both good and bad habits
→ Give clear expectations, then follow up

When leaders change their habits, something funny happens.

Excuses fade.
Ownership grows.
Same people, very different results.

Many SaaS founders tell me they have a “sales problem”.
In 8 out of 10 cases, they have a leadership habit problem.

Do you dare to audit your own habits before you question your team?

I need to be 100% honest. I'm addicted.

I think I'm more excited to build AI agents this Christmas than to open gifts.

Yes, I have a new obsession.

AI agents and agentic workflows.

Not just theory.
In practice.

My plan for the Christmas break:

- install and learn Claude Code
- build small test agents around my real work
- break my current workflows into clear, repeatable steps
- see where an agent can replace or support me
- and of course spend quality time with friends and family (still my priority, don't worry haha)

I believe the next decade belongs to leaders who pair strong people foundations with strong AI leverage.

Right people in the right seat.
+ the right agents in the right workflows.

Curious to know: what is your obsession right now? 😉

No alternative text description for this image

RB2B reached $6.5M in ARR with only 3 FTEs.

Here's the new key metric every B2B SaaS CEO should track:

→ Revenue per FTE.

I used to think you needed a big team to move fast. Big mistake.

RB2B proved me wrong.

Three full-time employees. $6.5M in ARR. No shortcuts. No huge burn rate.

How?

• AI runs 95% of sales and support. Customers get answers in seconds.
• The team fixed key product issues. No endless meetings. No slow decisions.
• Every week, 15-minute calls with top customers. Feedback is direct. Action is quick.
• Marketing is not a guessing game. Cold emailing, SEO, and real thought leadership. Every channel counts.
• “Building in public” is not a slogan. It’s the operating system. Show the numbers. Show the process.

During one week, the even totally stepped away from the business. AI ran everything. Revenue stayed flat. Support resolution went up.

That changed my view on what matters.

The old metric was headcount.
The new metric is Revenue per FTE.

If they can go it, why can’t you?

The future of B2B SaaS is here. Small teams. High leverage. No waste.

Don’t let bloated teams and old habits slow you down.

It’s time to adapt.

Curious about your take on this 👀

If you're a CEO in Europe and you overlook the EU Pay Transparency directive, you're making a big mistake. I used to be just like you. I thought this was just another regulation that HR would take care of. But the reality is very different.

If your company can’t prove that pay decisions are fair, you’re exposed to

- legal risk
- reputational damage
- retroactive payroll corrections
- and a big loss of trust internally

Most CEOs still believe this is about “publishing a pay gap”. It’s not.

It’s about being able to explain and defend every single pay decision with objective, gender-neutral criteria.

That’s why I’m hosting a practical 45-minute webinar.

We’ll go through the 5 concrete steps every company needs to take to be fully prepared for 2026.

Register for the next session here: https://lnkd.in/er2CFqnz

The secret trap most CEOs fall into.

(myself included 🤦🏻‍♂️)

At 15-20 employees, your life totally changes.

→ Your days shift from business problems to "people" problems.

I've been there.

I used to spend 80-90% of my time on business issues.

Then, all of a sudden, I was drowning in "people" challenges.

And the typical mistake is thinking you can handle this by hiring some HR help.

Most founders hire a junior HR at that moment.

When what you really need is to build solid strategic HR foundations first.

- role descriptions
- expectations definition
- evaluation processes
- reward policies
- etc.

As CEO, stay involved in building that HR system.

Don't pass it all off to your HR team.

Build the right base at 20 people.
Or pay for it as you grow.

Every company has pay gaps.

The question isn't "do I have any?" but "can I explain them?"

This is one of the biggest misconceptions about the European pay transparency directive.

People still think the goal is to have zero gaps.

In reality, the goal is to have gaps that are understandable, documented, and justifiable.

And that's where it gets complex.

Because explaining a gap requires more than an Excel spreadsheet or intuition.
It requires

• clean data
• decision traceability
• clearly defined roles
• comparable job levels
• accessible compensation criteria
• and the ability to prove fairness, not just declare it

The problem isn't the law.
The problem is that you can't justify what you don't measure.

That's why we created a free and very simple test.

15 questions.
3 minutes.
1 result.

And a clear view of your risks, your potential gaps, and what to prioritize before 2026.

👉 Take the test now: https://lnkd.in/ejhixz_7

📆 Juin 2026.
C'est la deadline pour transposer la directive européenne sur la transparence salariale en loi nationale. Tout CEO doit être au courant de :

- ce que la directive implique pour les sociétés belges
- les fausses croyances (et il y en a beaucoup)
- comment se préparer au mieux, sans stress

C'est un sujet stratégique.
Et ça se prépare dès aujourd'hui.

Rejoignez moi et mon invitée Sarah Cluydts (Senior Associate au cabinet Claeys & Engels) pour clarifier ce que cette directive implique pour vous.

C'est une session unique que vous n'allez pas vouloir manquer.

→ Réservez votre place ici : https://bit.ly/4hTbbac

On se voit là-bas ? 😉

https://www.gem-in-i.eu

Facilitating organisational transformations in collective intelligence
@ Coaching professional transitions
To describe your context : https://www.gem-in-i.eu

Founder & Change Facilitator - Coach @ GEM-IN-I

Carbolean

🌱 Carbolean has developed a unique Green-Tech solution to initiate the first CO2 Monitoring and/or to easily update your Carbon footprint. This approach is 100% complementary with all CO2 experts of the market. And it is suitable for all types of organisations around the world. With a serious advantage for mid-size and corporate services companies with many sites.

🌱 Carbolean calculates CO2 emissions and presents a set of indicators (KPIs) in a dashboard (Power BI Dashboard) that is clear and intuitive to read and use.

🌱 With your CO2 Dashboard you can accurately assess your carbon emissions by country, business unit, supplier or scope. Fine granularity (down to the user) allows the impact of a CO2 reduction policy to be accurately measured down to each user, and to respond very quickly if necessary.

🌱 A programme with 4 steps:
1) Establish the history by an automatic energy data collecting
2) Uniformisation of data formats from different energy suppliers (gaz, elec, waste, water, PV, diesel,...)
3) Calculate your CO2 emissions (a least Facilities and Mobility, globally) using the GHG methodology
4) Communicating with your employees

-->  🌱 Carbolean is an Auditable CO2 data collect innovative solution.

More ℹ️ infos / demo / pilote test : 📥  olivier.beroudiaux@carbolean.green  -  ☎️ +32 494 435 249

CSR Planet Advocate @ Carbolean program (free-lance)

Lobby Network

Generating leads with decision makers and accelerating business 
by bridging organizations, resources & solutions.

Creating and developing strategic partnerships.

CEO - Owner

A) People Bridger means = networking, direct marketing & business development consultancy:

     A.1)  Advising and equipping SMEs with an integrated methodology - self eHR (&) management tool. To structure and simplify tasks (recruit, integrate, manage) of line managers and ExCom with their teams; while making them autonomous and responsible for HR development perspective. And/or start with a first mission in Talent & Leadership Profiling, Succession Planning and consultancy Reward & Benefits.

   A.2) Reconciling individuals and organisations with serenity.
Accompanying them during changes or transitions experienced cultural or organizational level. By collective intelligence and participatory governance while insuflant innovation to become more agile.

B) Career transition coaching: 
Accompany people in career transition, seeking to achieve a goal (re)invention of their future. Whatever the candidate's age and status. An employee wishing to become self-employed or vice versa; and young adults leave school seeking to position themselves in the labor market or embark as independent (start-up). Appointments online (Zoom, Teams, etc.) or in 1348 Louvain-la-Neuve (Walloon Brabant) closely to Wavre (Walibi). Infos: https://www.gem-in-i.eu

People Bridger - HR Career coaching

At Q7Leader, we help CEO's & CHRO's of companies from 20 to 2000 employees to deploy a proven way to engage their talent by helping their managers be excellent people managers. 
 
Once you grow a company above 30 people, you start to realise how difficult it is to attract, grow and retain talent. Many companies do a lot of the right things to engage their team, but something is missing. There is always something subjective when we talk about our talent. We are missing a common language. What does it mean if I say "Mark is good"? Does "good" mean the same for you as for me? 
 
In Finance, we have clearly defined what COGS, EBITDA, Gross Profits,.. means, as well as in Sales & Marketing we have clearly defined every part of our funnel, and same in product development. These common languages allow us to clearly identify issues, act and measure progress. 

But then how come that to manage our most important asset, our talent, we don’t have a way to talk about it, and reward it objectively and transparently? 
 
Most companies have an HR process with annual evaluations process, e-NPS surveys, and amazing events, but still, the evaluations are subjective and managers don't always feel comfortable to give feedback – which causes frustrations about unfair salary increases, demotivation leading to disengaged employees and people leaving... 
 
Q7Leader helps managers be clear about their expectations, support and develop their team, provide objective feedback, and recognize them based on fair and objective criteria. 
 
At Q7Leader we believe that every manager can be a great manager with the right insights.

It now runs in over 20 countries on 5 continents. It is compatible with most major provider of HRIS and Reward & Benefits providers.

More ℹ️ infos / demo / pilote test : 📥 olivier.beroudiaux@q7Leader.com - ☎️ +32 494 435 249

Partnership & Business Development (free-lance)

Pilgrim Support

Pilgrim Support helps transforming organizations through an integrated approach combining: Awareness raising, Coaching, Training, Consulting.

* Trainers, coaches and facilitators are experts in:
- providing sense and clarity of purpose to management and team members;
- mobilizing your people's energies;
- generating enthusiasm;
around your vision, mission, values and other hot topics to deal with immediately
 
* through:
- conferences, team event, team building;
- step-by-step change facilitation workshops/program;
- training sessions on Business Operational Excellence topics;
- management team coaching;
 
* by:
- collective intelligence tools and participative governance approach;
- interactive and visual storytelling as well as visual communication: Apollo13 Cartoon, sketchnoting
- authentic stories where teams, individuals and leaders give the best of themselves and demonstrated Excellence e.g. Apollo 13 mission, firefighters missions, etc.
 
Specialties also include Resilience, Leadership, Conflict management, Team cohesion, Innovation and Creativity
 
Our clients are mainly working in Belgium, France, Luxemburg, Switzerland and Canada.

Want more detailed infos : https://www.pilgrimsupport.com/en/

Sales coach  - Facilitator (Free-lance)

HUB@Agile

Helping Teams working in a more participative & agile way to face smoothly complexity and uncertainty. And "by the way" to quit a hierarchic management style to grow step-by-step with collective intelligence.

Want more detailed infos : https://www.hubagile.com/

Sales coach - Organizational Transition Facilitator (Free-lance)

Convidencia

Our experts team helps organizations (private companies and public entities) to evolve with serenity. At Convidencia, we support and drive companies to cooperation, agility, innovation and a sustainable performance. We support your organizational transformations, cultural changes, agile transitions and intrapreneurship developments. 

As a People Bridger, I am in charge of the development of notoriety "business oriented" using direct marketing actions/events and networking including long term relationships with customers, partners and experts.

Examples of projects : implementation of a dynamic collaborative governance, operational & managerial innovation, crisis management, adoption of a top-down to bottom-up culture, ExCom cultural coaching, transformation into an organizational move, co-creation workshops, hackathons...

BNI Global

Le 1er réseau d'affaires en Belgique, en Europe et dans le monde

BNI est un réseau d’affaires basé sur la recommandation mutuelle et organisé en groupe de travail indépendant. Chaque année, des milliers de groupes se rencontrent et génèrent des milliards d’euros de chiffres d’affaires.

Aider les entrepreneurs et professions libérales à développer leurs ventes grâce à notre approche structurée, positive et incitative du marketing de recommandation.

BNI fédère plus de 200 000 membres à travers le monde, plus de 20 000 en France, Belgique et Luxembourg francophones, autour d’une méthode commune basée sur le marketing de recommandation.
Son équipe de professionnels accompagne, forme et encadre les groupes BNI pour assurer la réussite de tous les membres.

Nous changeons la manière dont le monde fait des affaires®

Membre du BNI Talent LLN - Comité "Grands Comptes"

CFIP

2 missions:
- Private sector B2B strategy business development plan
- Spread the knowledge and specifics of CFIP(coaching - training - consulting in management & human sciences) with training managers and HR decision makers of private companies in Belgium and Nord-Pas-de-Calais (Lille region, north France).

Achievements: Mobistar, Thalys, BeTV-VOO, Pairi Daiza, Aspria, IBA, Fujitsu, Exki, Altran, Walibi, Liedekerke, The Greens/EFA, RTBF, BNP Paribas, Radios NRJ/Nostalgie, Firmenich, Ice-Watch, D'Ieteren, ENGIE, Sibelga, Eurocontrol, etc..

Customer Relations Manager

B2Boost.com via Lobby Network

Strategic Marketing approach to target B2Boost EDI & e-Invoicing 10 years experienced solutions through multiple sectors with their key players (Leasing & Insurances, Utilities, Healtcare, Automotive, Aeronautical, Telecom, Retail...)

Business Development Manager

✓ Who am I ? 

Accompanying individuals and teams with empathy, critical thinking and dynamism towards the desired changes. Working at structural, cultural and interpersonal levels to make the organisation evolve in maturity and performance.

✓ What do we do ? 

1) Change Management & Transition Coaching: https://www.gem-in-i.eu

✓ Want to chat first: Feel free to contact me and share your context, challenge and objective:
✍   E: olivier@beroudiaux.eu -- or call M: +32 494 435 249

- - - 

2) At Q7Leader™, our HR digital Apps makes small and large organizations Agile, Collaborative & Learning.

Mission:
Q7Leader pursues a positive mission to promote collaborative (self) leadership to bring employees to their full potential, here and now, enhanced by analytics.

Let your team thrive:
Too many managers are flying blind trying to lead successful teams because they lack a shared framework and the data they need to guide decisions. Q7Leader is the essential talent management solution that takes the guesswork out of managing people. Because we believe every manager can be a great manager with the right insights.

✓ Curious: Questions ? Project ? Contact me to share experiences together:
✍  E: olivier.beroudiaux@Q7leader.com -- or call M: +32 494 435 249

- - - 

3) At Carbolean.green the innovative data aggregation solution, we monitor your global CO2 footprint (facilities & mobility) online, and Monitor your water consumption and detecting leaks. Because this is a major daily challenges for your organisation and your facility/building manager.

✓ Questions ? Want a demo ? Ask me :
✍   E: olivier.beroudiaux@carbolean.green -- or call M: +32 494 435 249  --  W: www.carbolean.green

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Thomas Goubau

Olivier Béroudiaux - Change Facilitator - Coach - People Bridger

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The Battle

Thomas Goubau

Olivier Béroudiaux - Change Facilitator - Coach - People Bridger

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