Liliendal Human Capital Management Due Diligence

Run due diligence on Liliendal Human Capital Management: check compliance and get alerts when suppliers or ownership change.

Denmark · owned by Independent (Denmark) · www.liliendal.dk · 12 vendors

Liliendal Human Capital Management is a Danish consultancy specialising in helping companies and organisations elevate their human capital management to a strategic level. The business focuses on generational leadership, workplace culture, and coaching, assisting leaders in understanding and leveraging workforce diversity across multiple generations. It is operated by Betina Liliendal, who also hosts a podcast and has authored books on the subject.

Resilience scores

Technology vendors

Insights

Last updated 2026-09-30 · revision 3

12 direct vendors, 168 subvendors

Direct vendors by controlling owner country (sample)

Subvendors by controlling owner country (sample)

Migration Readiness: 5/10

Assessed by AI based on technology stack characteristics (cloud-native vs legacy, containerization, microservices), regulatory environment, data residency requirements, financial stability, and vendor lock-in risks. The score ranges from 0-10, where higher scores indicate better readiness for technology migration.

Liliendal Human Capital Management demonstrates some positive indicators for migration readiness, primarily driven by its vendor relationships. The explicitly stated "Low" vendor lock-in risk, supported by a diverse base of 13 vendors, is a significant advantage, suggesting that disentangling from existing services would be less complex. Additionally, the absence of specified data residency requirements offers flexibility in selecting potential cloud or new infrastructure targets. However, critical gaps in available data significantly hinder a comprehensive assessment. There is no information regarding the company's internal tech stack, making it impossible to determine the current state of their infrastructure (e.g., legacy vs. cloud-native, use of containerization or microservices) and thus the technical effort required for migration. Similarly, the lack of data on financial stability (revenue, growth) means the company's capacity to fund a potentially costly migration initiative is unknown. The regulatory environment, particularly the identified requirement for a NIS2 assessment, introduces an additional layer of complexity and potential compliance costs that would need to be factored into any migration strategy. The absence of current certifications also suggests a need for potential security and compliance enhancements that could impact migration planning and timelines.

Compliance

5 in-scope frameworks identified; showing 3.

GDPR (source) — Evidence found

The company is established in Denmark, an EU member state, and its core business involves processing the personal data of employees and clients, making the General Data Protection Regulation directly applicable.

Evidence: https://www.liliendal.dk/en/about-me/, https://www.liliendal.dk/online-oplaeg/

ISAE 3000 (source) — No public evidence

ISAE 3000 is an assurance standard, not a law. It is frequently used to provide independent verification of GDPR compliance. Given the company's data-heavy services, clients may contractually require such an audit.

Evidence: https://www.rismasystems.com/en/resources/articles/what-is-isae-3000-report

ISO 27001 (source) — No public evidence

ISO 27001 is a voluntary information security standard. It is not legally mandated but is often expected by corporate clients, especially for vendors handling sensitive employee data.

Evidence: https://www.a-lign.com/articles/blog-everything-you-need-to-know-about-iso27001-certification, https://zelt.app/blog/what-an-iso-27001-certification-means-for-hr-and-it/

Financials

Three-year financials

Financial Resilience Score: 3/10

Liliendal Human Capital Management is a Danish sole proprietorship (enkeltmandsvirksomhed) founded in 2017 by Betina Liliendal. As a sole proprietorship, it is not required under the Danish Årsregnskabsloven to file annual reports with Erhvervsstyrelsen, so no public financial figures (revenue, EBIT, equity) are available for any fiscal year. This absence of disclosure makes quantitative financial resilience assessment impossible for external parties such as customers, suppliers, or banks. Qualitatively, the business has operated continuously for approximately 9 years, which suggests sustainable demand. It benefits from a very low fixed-cost base as a one-person consultancy with no employees and multiple revenue streams including consulting, coaching, lectures, workshops, book royalties, and a podcast. However, the structural risk profile is dominated by extreme key-person dependency on the founder and unlimited personal liability inherent to the sole proprietorship legal form. Revenue capacity is inherently capped by the working hours of a single consultant, and consulting spend is discretionary and cyclical.

Key strengths: Very low fixed-cost base as one-person consultancy, Continuous operation since 2017 (~9 years), Highly qualified founder with MBA in Strategic HR, Multiple revenue streams (consulting, coaching, lectures, book, podcast), Established client references including Danish municipalities and Coloplast

Risk factors: Extreme key-person dependency on Betina Liliendal, Unlimited personal liability as enkeltmandsvirksomhed, No capital buffer disclosed (no accounts filed), Zero employees - no organisational depth, Revenue capped by single consultant's working hours, Cyclicality of discretionary HR consulting spend, No public financial visibility for stakeholders

Revenue by geography

Workforce by country

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