Overview
Wenite operates in the venture capital and private equity space, focusing on investment principals.
Key people
In the news
- 2025 was the hardest year we have had at Wenite. We were mid pivot, which meant almost every resource had to go into product. That left us thin on the commercial side, right when we also needed to raise money and keep selling. What got us through was not a plan. It was engineers taking sales calls. Product people helping write investor updates. Nobody staying inside their job title for very long. We still grew ARR meaningfully that year. Because the people we had stopped treating their function as a fence and pushed the company
- Most software companies pick a customer and go deep. We are building for two very different ones on purpose. The solo HR consultant who is buried in delivery and has no time left for sales. And the ten person firm that has plenty of sales, but struggles to make every consultant deliver the same quality. It would be simpler to pick one. It would also be short sighted, because in this market the two of them are often the same person, five years apart. The solo consultant becomes the ten person firm. Whatever works for her today still
- Our best customers do not have the same size, the same team, or the same client base. One is a solo HR consultant who finally has time to sell because the reporting runs itself. One runs a team of twelve and finally has one consistent way of showing impact, no matter which consultant is on the account. What they share is smaller than that. They both log in to Wenite every single week, not because we ask them to, but because the number they see there is the number they now use to run their business. Different problems. Same habit.
- You open last week's PowerPoint, swap the logos for the right client, update the data, quick check, send. Twenty minutes. The client gets a clean report. You move on. Except the old client's name is still on slide 6. The benchmark is from last year. One number never got updated. You catch it sometimes. Sometimes the client does. The reporting is fast because the structure underneath never changed. Same slides, same headings, a chart built for someone else's data. Copy, paste, and hope nothing carried over. You spent weeks on the
- Onewave came to us with a new proposition, not a problem to fix. Energy and wellbeing programmes for large organisations. Sold to clients who ask hard questions before they sign. They did not need a finished product. They needed someone to shape the proposition with them. So we built it with them. They brought the domain expertise and the client relationships. We brought the workbench and shaped it around the offer. It runs at enterprise scale now. Same precision at ten thousand employees as at ten. Full use case here:
- Ask any accountant to go back to paper ledgers and Excel sheets mailed around. Nobody would. That world ended fast. Silverfin and Bizzcontrol, both out of Ghent, put the data in the cloud and turned compliance work into advice. What used to fill a week now runs in the background. HR consulting has not had its turn yet. The manual reports, the rebuilt layouts, the proof stitched together by hand on a Friday night. Familiar, and on the way out. That shift has started. The firms that move early set the standard the rest end up
- It is never quick. Pull the data, clean it, rebuild last quarter's layout, paste the numbers in one by one, until the light outside is gone. By the time it is done, the weekend is a day shorter. The client reads it in four minutes. That is what reporting looks like for most HR consultants. The work that proves the work, done by hand, on the worst evening of the week to be doing it. It does not have to land on your Friday. The report can build itself the moment the data come in. Your impact, finally visible.
- It feels good" doesn't convince a board. Brecht Buysschaert and Diederik Joukes run Springbok - whealthy workplaces. Annual wellbeing programmes across seven themes, from physical and mental health to leadership and sleep. The work was never the hard part. The evidence was. Excel, SurveyMonkey, Word files, manual entry, PDF reports, and nothing demonstrable for the HR manager's desk. Now every survey at individual, team, and organisation level lands in one dashboard. The Company Scan reads wellbeing maturity across 52
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