Q7Leader connector

Use your Q7Leader data for reporting, automation and AI.

Data Panda pulls your Q7Leader members, departments, objectives, cycles and assessment campaigns into the same warehouse as your HRIS, payroll and finance data. From one place we turn the seven-dimension talent profile into dashboards, automations and AI workflows that HR business partners and the leadership team use across the year, not only the month a campaign closes.

About Q7Leader

Talent assessment built around the seven-dimension People Model Canvas.

Q7Leader is a Brussels-based talent intelligence platform built around the People Model Canvas, a framework that profiles every employee across seven dimensions: roles and responsibilities, competence, performance, talent potential, vision and values, reward, and workforce planning. Each profile takes around ten minutes to complete and produces a standardised record that lines up across departments, sites and entities, so a competence rating in one BU means the same thing as the same rating in another.

The platform sits next to the HRIS and the payroll system rather than replacing them. Where the HRIS holds the contractual record and payroll holds the cost, Q7Leader holds the talent picture: who can do what today, who is ready for the next step, where succession depth is thin, and which departments carry an open competence gap against the roles they were scoped for. A separate compensation and benefits module on compben.q7leader.com extends the same record into reward decisions. Pulled into a warehouse next to your HRIS, your finance system and your operational stack, the Q7Leader record finally answers questions a Q7Leader view alone does not: which sites carry both a succession gap and an open-vacancy concentration this quarter, which managers are running their assessment campaigns on time across every entity, and where a competence-and-potential picture predicts the next round of internal moves before the talent review meeting opens.

What your Q7Leader data is for

What you get once Q7Leader is connected.

Talent and succession reporting

Seven-dimension profiles, succession coverage, competence gaps and campaign progress on one page across every department and BU.

Profile-completion and campaign-progress per department, manager and BU, against the agreed cycle
Competence-and-potential picture per role family, with the gaps against the scoped role named
Succession coverage per critical role, with the depth and the readiness window per candidate

Process automation

Turn Q7Leader signals into the downstream work the rest of the stack expects, without an HRBP chasing rows in a campaign view.

Open a follow-up task the week a member's profile or assessment campaign slides past its target close
Push validated competence updates and role-readiness flags into the HRIS skills record
Sync succession and talent-pool moves into the recruiting pipeline before the role gets posted externally

AI workflows

Put member profiles, objective records and campaign signals behind AI that reads the full talent-and-org picture.

Internal-mobility suggestions that read profile, role, tenure and historical move patterns together
Succession-risk scoring on profile depth, readiness window and incumbent-tenure signals at once
Talent-review prep that grounds each candidate summary in the actual seven-dimension record, not a manager memory

Custom apps on your data

Lightweight tools on Q7Leader data for HR business partners and BU leaders who should not need a Q7Leader seat to read their own org.

HRBP cockpit with profile completion, campaign status and competence-gap counts per supported BU
Manager scorecard with team profile coverage, talent-pool placements and campaign cadence
Succession tracker with the critical roles whose coverage thinned in the last two quarters

Use cases

Use cases we deliver with Q7Leader data.

A list of concrete reports, automations and AI features we have built on Q7Leader data. Pick the one that matches your situation.

Profile-completion per departmentAssessment-profile coverage and campaign turnaround per department, manager and BU, against the agreed cycle.

Competence-gap per role familyValidated competence rating per member compared to the scoped role, aggregated per role family and BU.

Succession coverage per critical roleNumber of ready-now and ready-later successors per critical role, with the depth gaps named per BU.

Talent-pool versus open vacanciesInternal talent-pool placements per role family next to the open requisitions for the same family this quarter.

Campaign cadence per HRBPAssessment-campaign launch, response and close cadence per HRBP and BU, with slipping campaigns surfaced.

Objective progress per cycleObjective and key-result progress per cycle and owner, plotted against the BU OKR roll-up.

Potential-and-performance gridNine-box style read on the seven-dimension record per BU, with the cells whose population shifted this cycle named.

Reward alignment with talent ratingComp band and merit recommendation alongside the validated competence and performance rating from Q7Leader.

Internal-move readinessMembers flagged as ready for the next role per BU, with the role family and target window named.

Workforce-plan versus headcountQ7Leader workforce-plan slots per role family next to actual headcount and open requisitions per BU.

Calibration-cycle agingAssessment-campaign steps open past their target close date, per cycle, BU and reviewer.

New-hire ramp on the seven dimensionsProfile movement on the seven dimensions for members in their first six months, per BU and role family.

Real business questions

Answers you will finally get.

Where do we have a succession gap on a critical role before the incumbent moves?

Succession coverage per critical role, with ready-now and ready-later candidates counted next to the incumbent's tenure and current Q7Leader profile depth. Group HR sees the roles where the bench dropped to zero ready successors over the last two cycles, and the BUs where the same role family runs thin in three sites at once, instead of waiting for the resignation to make the gap visible.

Are our HRBPs running the assessment campaigns we said they would?

Campaign launch, response and close cadence per HRBP, BU and entity, against the agreed cycle. The CHRO sees the BU where median campaign turnaround stretched from six weeks to twelve over the last two cycles, and the HRBPs whose campaigns sit open past target close, instead of trusting that the platform's adoption tile says green.

Do our talent ratings line up with the comp decisions we are making?

Validated Q7Leader competence and performance ratings next to comp band and merit recommendation per BU and role family. Reward and HR see the BU where merit envelope is climbing while the underlying talent-rating distribution stayed flat, and the role family where high-rating members sit a band below their peers, before the comp letters go out.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Q7Leader competence and performance ratings lined up with the HRIS comp record and the budget envelope per BU. Group reward stops chasing a spreadsheet of merit increases per entity, and the personnel-cost line tied to the next campaign cycle is visible before sign-off, not after.

For sales leaders

Sales competence ratings and objective progress per pod alongside quota attainment from the CRM. Sales leadership sees the pod whose validated competence on consultative selling stayed flat while quota attainment slid, and the new-hire cohort whose early profile movement looks healthier than the previous one, before forecast season.

For operations

Profile coverage, succession depth and competence gaps across sites in one capacity-and-talent picture. The COO sees which sites carry both a succession gap and an open-vacancy concentration this quarter, and which BUs are letting the assessment cadence drift.

Ideas

What you can automate with Q7Leader.

Pair with HiBob

Read Q7Leader talent ratings on the HiBob employee record

Many Belgian and EU mid-market companies run HiBob for the people record and Q7Leader for talent assessment, succession and workforce planning. The two systems each hold half of the picture; the warehouse holds both. Q7Leader profiles, competence ratings, succession flags and campaign progress land next to the HiBob worker, manager, site and tenure record, so the people-analytics view answers questions HiBob alone or Q7Leader alone cannot: which BUs carry both a succession gap and an open-vacancy concentration, which managers consistently miss assessment-campaign close dates, and where the seven-dimension talent picture predicts the next round of internal moves.

Pair with Exact Online

Tie Q7Leader talent cycles to Exact Online personnel-cost lines

Validated competence and performance ratings from Q7Leader line up with the Exact Online personnel-cost lines per cost centre and entity. Group finance sees the BU whose proposed merit envelope is running ahead of the budget posted in Exact, and the cost centres where the comp delta tied to the next campaign cycle does not yet appear in the period payroll forecast, before the campaign closes and the comp letters go out.

Pair with Slack

Drive Q7Leader campaign and assessment nudges from one Slack inbox

Open assessment campaigns, profiles past their target close date and succession-coverage flags land as a single morning summary in the HRBP's Slack inbox, with a per-BU channel post when a critical role drops below the agreed succession-depth threshold. Group HR gets the short list of HRBPs whose campaign cadence has slipped two weeks in a row, instead of opening a Q7Leader admin view to find it. Managers stop discovering an open assessment step in the talent-review meeting itself.

Pair with monday.com

Reflect Q7Leader objectives into the monday.com delivery boards

Objective and key-result records from Q7Leader cycles reflect into the monday.com boards delivery teams already work in, with status, owner and due-week kept in sync. Project leads see which key results have no in-flight monday item to back them, and which monday items have grown past the objective they were attached to. Cycle check-ins stop being a separate ritual and become a read on the work the team is already running.

Pair with HubSpot

Match Q7Leader sales-team talent picture to HubSpot revenue per pod

HubSpot pipeline, closed-won and rep activity per pod sit next to the Q7Leader competence rating, profile depth and objective progress for the same pod and cycle. Revenue ops sees the inbound pod whose competence rating on consultative-selling stayed flat while pipeline coverage slid, and the SDR pod where a fresh cohort of validated profiles points to a coming pipeline lift. The conversation in the revenue review stops being 'pipeline is soft' and starts being 'this pod, these competences, this manager'.

Pair with Calendly

Schedule Q7Leader assessment and talent-review sessions through Calendly

Members whose Q7Leader profile or assessment campaign sits past its target close date show up on a Calendly booking page tied to the HRBP's calendar, with the BU and role family on the slot. Talent-review sessions for the next cycle drop into the leadership-team calendar from the same warehouse view that flags the BUs with the deepest succession gaps. The chase email stops being a manual list pulled from a Q7Leader admin view.

Data model

Tables we make available.

These are the 23 tables we currently pull from Q7Leader into your warehouse. Query them directly in SQL, join them to the rest of your stack, or build reports on top.

Attrition Risk
Campaign
Competence
Customfield
Cycle
Department
Member
Member Custom Fields
Member Nextcareermoves
Member Qprofile Development Scans
Member Qprofiles
Objective
Operating
Performance
Profile Role
Rdp
Rdp Custom Fields
Rdp Family
Reward
Score
Talent
Users
Vision

Missing a table you need? We can extend the sync. Tell us what is missing and we will build it for you.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Q7Leader data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Q7Leader to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Q7Leader connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Q7Leader setup and the systems around it. Together we pick the first thing worth building.

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