Move To Happiness raises €1M for AI wellbeing platform

Move To Happiness secures €1 million to scale an AI human performance platform connecting wellbeing and business results

Antwerp-based HRTech startup Move To Happiness has closed a €1 million funding round to accelerate its Human Performance platform, positioning “how people function at work” as a measurable driver of productivity and organisational outcomes rather than a standalone wellbeing initiative. In today’s workplaces—where speed, ambiguity, and pressure are normal—leaders are looking for systems that help teams sustain focus, energy, recovery, and decision quality without burning out, and that’s exactly the gap this kind of performance-linked wellbeing infrastructure aims to fill.

From the lens of the ai world organisation, this announcement is a strong example of how AI is moving beyond experimentation and into practical, operational layers of HR and business performance—especially in areas where “culture” and “health” have traditionally been difficult to quantify. If you’re tracking this shift because you’re planning your learning roadmap for the ai world summit and ai world organisation events, this funding story is also a timely cue: the next wave of competitive advantage will come from organisations that can connect human sustainability to execution, not from those that treat wellbeing as a perk.

Funding to scale a performance layer

The company says it will use the new capital to refine its underlying AI infrastructure, sharpen early detection of performance risks, and scale the model across more organisations. Practically, that signals an emphasis on building a platform that can work reliably across roles, industries, and team structures—because performance risk in a sales team can look very different from performance risk in a product, engineering, or operations environment.

Move To Happiness frames the category problem in a blunt way: wellbeing is often treated like “care” or compensation, while the deeper challenge is enabling people to function well in complex, high-pressure settings where energy, focus, recovery, and decision-making increasingly determine team performance. That perspective matters because it shifts the conversation from “Are we offering enough wellness benefits?” to “Do we have a system that prevents performance erosion before it becomes churn, absenteeism, or burnout?”

This is also where AI becomes meaningful: not as a generic chatbot, but as a continuous layer that can sense patterns, personalise interventions, and provide aggregated insights that leaders can actually act on. When organisations talk about transformation, they often mean technology; in reality, transformation fails when people’s cognitive bandwidth and recovery capacity are ignored, which is why human performance systems are starting to attract serious product and investment attention.

From wellbeing programs to measurable outcomes

Move To Happiness was founded in 2021 and describes its mission as translating wellbeing into measurable human performance, offering personalised guidance for employees while helping organisations understand how energy, focus, and recovery affect performance and retention. This is an important nuance: the promise is not only helping individuals feel better, but helping organisations see the business impact of sustainable functioning—without turning wellbeing into surveillance or stigma.

One of the biggest reasons traditional wellbeing efforts underperform is structural: initiatives can be disconnected from day-to-day work realities, they may not account for individual differences, and they often avoid explicitly linking wellbeing to performance—leading to a lot of activity but limited leverage. In many companies, that looks like a cycle of webinars, app subscriptions, and occasional workshops that employees try once or twice and then drop, leaving leaders with little insight into what’s actually changing.

Move To Happiness claims client engagement levels that are notably higher than typical wellbeing programs, stating that many traditional initiatives see around 20% to 40% engagement while its platform sees 65% to 90% active participation among clients. If sustained, that gap is strategically significant because behaviour change and performance stability are compounding phenomena: the more consistently employees engage, the better the platform can personalise guidance—and the more likely organisations are to see measurable differences in energy management, recovery quality, and risk signals.

The platform is currently used by organisations including Accenture and VGD, which suggests it is already operating in real enterprise conditions rather than staying confined to pilot-mode experimentation. For HR and business leaders, that matters because scaling “people tech” is rarely about the first deployment; it’s about whether the system fits into daily routines, can communicate value without adding friction, and can maintain trust over time.

How the platform works in practice

Move To Happiness combines objective data points—such as sleep, stress, heart rate variability (HRV), and energy levels collected via wearables—with personality and behavioural profiles and evidence-based behavioural science models. That combination is worth noting because, in isolation, wearable metrics are noisy, and generic behavioural advice is often too broad; the platform’s bet is that a blended model can interpret signals more responsibly and produce guidance that feels relevant instead of generic.

Those insights are then turned into personalised recommendations delivered through specialised AI coaches focused on areas like sleep, mental load, energy management, and behavioural choices. In effect, the product category is moving toward “coaching at scale,” but with a stronger connection to measurement and feedback loops—so employees can learn what changes help them, and organisations can see whether workforce functioning is improving or deteriorating.

The company also emphasises a second layer: individual support is connected to anonymised organisational insights, giving employers visibility into patterns that influence performance, such as where energy is being lost, where recovery is under pressure, which roles are disproportionately strained, and what signals can precede drop-out or burnout. This is where the platform shifts from being just an employee tool into an operating system for workforce resilience, because it can help leaders identify root causes—work design, role load, scheduling practices, or team norms—rather than treating burnout as an individual problem.

It’s also notable that the company is positioning this as “Human Performance” infrastructure rather than just wellbeing software, because that language aligns with how executives make decisions: performance, risk, retention, and outcomes. When wellbeing is disconnected from performance, it is easy to deprioritise during budget pressure; when it is mapped to execution capacity, it becomes part of operational strategy.

The bigger HRTech funding signal

In a broader European HRTech funding backdrop, this round sits alongside larger raises in 2025–2026 aimed at AI-enabled people and performance platforms. Examples cited in the same market context include a €5.7 million raise by London-based Zelt (January 2025), a €5.5 million round by Milan-based Skillvue (May 2025), more than €6.4 million reported by Madrid-based Orbio, and up to €50 million in equity-free growth financing secured by Valencia-based Sesame to support international expansion.

Taken together, those adjacent announcements are described as pointing to more than €67 million flowing into nearby HRTech segments over the past two years. Move To Happiness’ €1 million raise is smaller in absolute value, but it aligns with a clear directional change: investors and buyers are leaning into data-driven approaches that connect employee functioning, wellbeing, and productivity to organisational outcomes, rather than treating them as separate domains.

This shift is happening because the cost of “invisible performance loss” has become easier to feel and harder to ignore: when cognitive load rises and recovery falls, quality drops, cycle times extend, absenteeism increases, managers spend more time firefighting, and attrition risk climbs. The strategic question for leaders is no longer whether wellbeing matters; it’s whether they can instrument it in a way that is ethical, useful, and tied to decisions about workloads, role design, expectations, and capability-building.

In practical terms, the next competitive layer in HRTech is likely to be systems that help organisations move from reactive responses (after burnout or attrition occurs) to earlier, preventative interventions that protect performance capacity. Move To Happiness explicitly states that part of its focus is improving early detection of performance risks, which is consistent with this preventative direction.

Why this matters for AI World audiences

For readers following the AI industry through the ai world organisation, this story is a helpful case study in what “applied AI” looks like inside real organisations: blending data signals, behavioural science, and coaching workflows to support both individuals and leaders. It also raises the kind of implementation questions that serious operators care about—how to maintain employee trust, how to ensure anonymisation is meaningful, how to avoid simplistic correlations, and how to turn insights into better work design rather than more monitoring.

This is exactly the kind of cross-functional conversation that fits into the ai world summit ecosystem, where AI adoption isn’t just about model capability, but about leadership strategy, operational readiness, and responsible rollouts. The AI World Summit 2026 Asia is scheduled for May 28, 2026 in Singapore at Singapore EXPO, and it is positioned as a place where leaders, creators, founders, and practitioners share practical tactics and real-world workflows for AI-driven growth. For teams exploring HRTech, workforce analytics, or performance-linked wellbeing, “human performance infrastructure” is a strong theme to bring into the room—because it intersects AI, leadership, and measurable business outcomes.

If you are mapping your 2026 learning and networking strategy around ai world organisation events and ai conferences by ai world, you can also connect this trend to the broader movement toward operational AI systems—tools that are embedded in daily decisions rather than showcased in demos. The AI World Summit Singapore 2026 also connects with a wider innovation and recognition layer through its Global AI I.I.I Awards, which highlights industry progress and applied use cases across categories. In other words, stories like Move To Happiness are not just funding headlines; they’re signals of which operational problems AI is being funded to solve right now, and which product categories are maturing beyond experimentation.