Skip to main content
Ter managementbeoordeling / Pending management review

De inhoud van deze pagina is gebaseerd op een eerdere versie en wordt momenteel herzien. Het organogram is leidend — raadpleeg dat bij vragen over de actuele structuur. Deze pagina ligt ter beoordeling bij het managementteam.

The content of this page is based on an earlier version and is currently under review. The organogram is authoritative — consult it for current structure. This page is pending management review.

Organizational Structure

At Conduction, we maintain a clear organizational structure that promotes collaboration, innovation, and efficient delivery of solutions. Here's an overview of our organization:

Organogram

Het actuele organogram is beschikbaar via het management. Neem contact op met je teamlead voor de meest recente versie.

The current organogram is available from management. Contact your team lead for the latest version.

Organizational Levels​

Shareholders​

Our shareholder structure consists of three entities:

  • Shareholder 1 B.V.
  • Shareholder 2 B.V.
  • Shareholder 3 B.V.

Board​

Currently, our board consists of:

  • General Director (Algemeen Directeur / Chief Executive Officer)

Strategic Focus​

The board operates exclusively at a strategic level, focusing on:

  • Long-term organizational vision and direction
  • Strategic decision-making and policy development
  • Overall company performance and growth
  • Stakeholder relationships and accountability
  • Risk management and compliance oversight
  • Corporate governance

This strategic focus ensures that:

  • The organization maintains its long-term vision while the Leadership Team handles operational execution
  • Strategic decisions are made with consideration of market trends and organizational capabilities
  • Resources are allocated in alignment with long-term objectives
  • The organization maintains proper governance and oversight

Future Board Development​

While our current board structure is intentionally lean with a single Chief Executive Officer, we have a strategic vision for board expansion that aligns with our organizational growth. This measured approach to board development ensures that our governance structure evolves in harmony with:

  • Organizational Scale: Board expansion will parallel our company's growth in size and complexity
  • Operational Needs: Additional board positions will be created to address specific organizational requirements
  • Market Demands: Board composition will adapt to changing market conditions and opportunities
  • Regulatory Requirements: Board structure will evolve to meet governance requirements as we grow

Potential future board positions may include:

  • Chief Financial Officer (CFO)
  • Chief Technology Officer (CTO)
  • Chief Operations Officer (COO)

The timing and sequence of these additions will be carefully considered to ensure they:

  • Add clear value to organizational governance
  • Support sustainable growth
  • Maintain efficient decision-making processes
  • Provide appropriate oversight and leadership

This approach allows us to maintain agile decision-making in our current phase while having a clear vision for scaling our governance structure as the organization matures.

Leadership Team​

Our organization intentionally operates with a Leadership Team rather than a traditional Management Team. This distinction is fundamental to our organizational philosophy and way of working.

Leadership vs Management Approach​

We believe in "first among equals" rather than traditional top-down management. Our Leadership Team members are:

  • Actively involved in daily operations alongside their teams
  • Leading by example and expertise rather than position
  • Both team members and team leaders simultaneously
  • Focused on enabling and empowering their teams

Operational Focus​

The Leadership Team operates primarily at an operational level:

  • Meets weekly to address operational concerns
  • Ensures cross-team collaboration and alignment
  • Resolves operational challenges
  • Facilitates knowledge sharing between teams
  • Implements strategic decisions in daily operations

Team Integration​

Leadership Team members maintain a dual role:

  • End responsibility for their team's performance and development
  • Active participation in their team's daily work This approach ensures leaders stay connected to operational realities while guiding their teams.

Expected Competencies for Leadership Team Members​

  • Strategic thinking: Ability to develop and implement long-term vision
  • Strong leadership skills: Inspiring, decisive, and capable of driving team excellence
  • Communication skills: Effective in both written and verbal interactions with various stakeholders
  • Analytical insight: Ability to translate data into actionable insights and decisions
  • Results-oriented: Focus on achieving impactful and measurable results

Key Responsibilities​

  • Anticipates long-term challenges and drives continuous improvement
  • Operates autonomously in line with organizational strategy and objectives
  • Creates a results-driven work environment and positive atmosphere
  • Clearly communicates decisions and expectations
  • Creates commitment among employees and teams
  • Provides constructive feedback and coaching
  • Resolves conflicts effectively
  • Ensures long-term employee development

Team Leads​

Expected Competencies for Team Leads​

  • Strong communication skills
  • Connecting and coaching leadership
  • Analytical ability to identify problems and opportunities
  • Results-oriented with focus on quality
  • Flexibility and solution-oriented thinking

Key Responsibilities​

  • Anticipates long-term challenges within their domain
  • Resolves complex issues requiring helicopter view and expertise
  • Operates autonomously within goals and budget
  • Provides content and/or hierarchical guidance

Differences between Team Lead and Leadership Team​

  1. Strategic vs Operational

    • Leadership Team: Focus on strategic and long-term goals
    • Team Lead: Focus on operational execution

  2. Cross-departmental Responsibility

    • Leadership Team: Responsible for positioning their department within the organization
    • Team Lead: Focus on department-specific goals

  3. Vision and Innovation

    • Leadership Team: Key role in shaping innovation and strategic development
    • Team Lead: Contributing to execution of innovation initiatives

Functions vs Roles​

In our organization, we distinguish between functions and roles:

Functions​

  • Formal, established positions
  • Specific and structural
  • Fixed tasks and responsibilities
  • Part of employment agreement
  • Long-term focused

Roles​

  • Flexible task collections
  • Context-dependent
  • Can be filled by multiple persons
  • Focused on collaboration and results
  • Can change based on team needs

This structure allows us to maintain clear organizational hierarchy while enabling the flexibility needed in a modern, agile environment.

Specific Team Roles and Responsibilities​

1. HR (People & Finance)​

HR Lead​

Key Responsibilities:

  • Strategic HR goals execution
  • Policy development for recruitment and retention
  • Culture development
  • HR process management
  • Administrative process oversight

Key Roles:

  • Talent Developer
  • Culture Guardian
  • Onboarding Specialist
  • Mediator
  • Internal Communicator
  • Recruiter

2. Finance (People & Finance)​

Finance Lead​

Key Responsibilities:

  • Financial planning and KPI monitoring
  • Cashflow management
  • Financial reporting
  • Budget responsibility

Key Roles:

  • Cashflow Manager
  • Budget Controller
  • Cost Analyst
  • Reporting Specialist

3. Quality and Safety​

Quality and Safety Lead​

Key Responsibilities:

  • Quality standards maintenance
  • ISO certification management
  • Internal audit leadership
  • Physical and digital security

Key Roles:

  • Quality Controller
  • ISO Project Lead
  • Prevention Officer
  • Risk Manager
  • Audit Specialist

4. Operations (Beheer)​

Operations Lead​

Key Responsibilities:

  • Operational process management
  • Customer support management
  • SLA monitoring
  • Team management

Key Roles:

  • Incident Manager
  • SLA Monitor
  • Process Documenter
  • Technical Support
  • Support Staff
  • Implementation Specialist

5. Development​

Development Lead​

Key Responsibilities:

  • Development team leadership
  • Technical goal achievement
  • Team coaching and development
  • Resource allocation and planning
  • Technical strategy execution

Key Roles:

  • Team Leadership
  • Technical Direction
  • Process Improvement
  • Stakeholder Management

6. Sales and Marketing​

Commercial Lead​

Key Responsibilities:

  • Revenue growth
  • Strategic partnerships
  • Marketing and sales strategy
  • KPI achievement

Key Roles:

  • Account Manager
  • Partnership Growth Specialist
  • Marketeer
  • Lead Generator

7. Research & Innovation​

R&D Lead​

Key Responsibilities:

  • Innovation and product development
  • Research coordination
  • Strategic alignment
  • Business case development

Key Roles:

  • Innovator
  • Prototype Developer
  • Trend Analyst
  • Experiment Leader