Beleeve is not structured as a classic organization with departments, managers, and KPIs. Our structure is inspired by a movement of innovative organizational forms that are gaining ground worldwide, often referred to as:

• Teal organizations (cyan organizations) – known from Reinventing Organizations by Frédéric Laloux: organizations that focus on meaning, not on control.

• Self-organizing or self-managing organizations – where there are no managers, but teams that share responsibility and make decisions where the work happens.

• Post-hierarchical organizations – without top-down management, with equal input and rotating or shared leadership.

• Human-centered organizations – in which well-being, autonomy, and trust are just as important as results.

• Purpose-driven organizations – where profit is not the goal, but a result of working with meaning.

• Evolutionary organizations – that do not commit to strategic plans, but continuously adapt to what is needed.

These organizations have something fundamental in common:
They are not about control, but about trust.
Not about egos at the top, but about shared ownership.
Not about maximizing profit, but about added value for people.
Not about decisions from above, but about making choices together.

At Beleeve, we embrace these principles and give them our own twist.
We are building a company where decision-making is not only faster but also fairer.
Where you are trusted as a professional, not micromanaged.
Where ego does not lead to promotion, but vulnerability creates space.
And where profit only counts if everyone benefits from it.

We are inspired by organizations that have proven that things can be done differently.
But we are building something new.
On our terms.
Together with people who also feel that it is time for a different kind of workplace.