Our structure


Our community-based structure creates synergies and fosters cross-functional collaboration.

Onepoint relies on collaboration autonomy to weave the fabric of our ecosystem, developing…” “Our communities, inspired by the network effect, allow free access across our open spaces.

This innovative organisational model breaks down traditional boundaries between activities and business units to promote cross-functional exchanges and collective intelligence. We pool skills to enable our multidisciplinary teams to offer our customers end-to-end support.

Our business, technology, methodology, and functional expertise lives and thrives at the heart of these open communities.

It is through the constant interaction of these communities with one another that we can have a global and seamless vision of the issues we tackle. This cross-functional collaboration encourages the skills development and personal fulfilment of every employee, who can work in different areas of expertise and join any number of communities.

"At onepoint, we support global transformation by transforming the way we work."

Business & Digital factories
Platformisation of Services
Smart Cities & Places
Employee Experience

Industry communities

Banking, Finance, Insurance
Industry, Retail, Energy
Services, Media, Telecom
Public Sector

Expertise communities

Cloud op
Strat op
Tech advantage
Value up

Regional communities

South-West - France
South Belgium
North Belgium
Atlantic - France
Lyon - France
Asia Pacific

Flat organisation

Our horizontal organisation unites our workforce and allows everyone to express their talent

To have the agility and flexibility that a traditional hierarchical organisation could not offer, onepoint chose a simple organisation based on only three levels of responsibility: Associate, Leader, and Partner.

This operating model, with approachable managers and short, transparent decision-making paths, is highly unusual in the consulting and digital services industry.

Accountable and autonomous, our employees have a unique experience within a network that allows them to exchange and share their ideas as well as to make a real contribution to the group’s growth.


Feedback replaces annual reviews and encourages accountability among employees

In line with its horizontal and open model, onepoint decided to move away from the notion of the annual performance review, with its top-down, status-based stance. Instead, onepoint relies on an individual feedback approach that allows employees to give and receive feedback from their colleagues at any time.

This new collaborative, and people-centred method is founded on a tailored approach that enables employees to customise their career development path to ensure continuous improvement throughout the year and ensures recognition of their achievements.

Network of expertise

Onepoint’s simplified organisation and reduced levels of responsibility have resulted in the creation of a network of expertise

Within this network of expertise, employees can be themselves without having to jeopardize their calling, desires, and capacities in order to follow the only way that would bring them recognition, status, and all the associated perks.

By linking remuneration and recognition to expertise rather than status, employees can continue evolving in the company without taking up additional economic or managerial responsibilities.

This way, status and expertise represent complementary paths for our employees to further their career in the company and focus on honing their skills and expertise.