Who are Gloat?
Gloat was one of the earliest companies to build an internal talent marketplace, and over the past decade it has pushed that idea a long way beyond its original scope. The business now positions itself as an AI native platform for what it calls Agentic HR, using autonomous AI agents to act on workforce decisions rather than simply presenting employees with a list of open roles. For enterprise IT and HR buyers trying to make sense of where the workforce technology market is heading, Gloat is a useful company to understand, not least because of how far its own story has moved since it started out.
Viewpoint Analysis is a Technology Matchmaker, helping businesses to quickly find and select new enterprise technology. Our aim is to be the place enterprise buyers go to understand the software and technology market before speaking to vendors. Read on to learn more about Gloat.
Who Are Gloat?
Gloat was founded in 2015 in Israel, originally under the name Workey, by Ben Reuveni, Danny Shteinberg and Amichai Schreiber. Reuveni remains chief executive today, alongside Shteinberg as chief product officer and Schreiber as chief technology officer. The company is now headquartered in New York, with a large research and development team still based in Tel Aviv and further offices supporting customers internationally.
Gloat describes itself as an AI native system of action for workforce orchestration, built around a concept it calls Agentic HR. The company has raised more than 190 million US dollars in funding to date, reaching a valuation of around 1 billion US dollars following its Series D round in 2022, and its platform is now used across large global enterprises spanning financial services, manufacturing, consumer goods and retail. Investors backing the business include Accel and Generation Investment Management, and Gloat has continued to be named in analyst research covering skills management, corporate learning and AI in human resources.
What Does Gloat Do?
Gloat's original product, and the one most buyers will still associate the company with, is the internal talent marketplace. It matches employees to projects, gigs, mentorships and full time roles inside their own organisation based on their skills and career interests rather than their job title, giving large employers a way to fill work internally instead of defaulting to external hiring.
That matching capability sits on top of what Gloat calls its Workforce Graph, which combines an organisation's own workforce data with external skills and labour market data to map relationships between people, tasks, skills and roles. It is the foundation Gloat now uses to power a broader set of AI agents across the HR function, spanning areas such as talent acquisition, workforce planning, learning and HR operations, which places it firmly inside the wider HR Technology market that enterprise buyers are increasingly evaluating on an agentic, not just a self service, basis.
Since late 2025 Gloat has grouped its capability into three areas it markets under their own product names. Signal covers enterprise optimisation, giving leaders visibility into where AI is changing roles and tasks and where the return on AI investment is greatest. Mosaic covers work orchestration, helping managers and employees combine people, technology and AI tools around a specific piece of work in real time. Ascend covers workforce readiness, including the mentoring, learning pathways and internal mobility that help employees build AI skills and adapt their careers. This is a noticeably different pitch from the one Gloat made in its early years, when the talent marketplace itself was the whole story, and reflects how far the wider HR technology market has moved since generative AI became mainstream.
The platform also integrates directly with Microsoft Teams, Microsoft Copilot, SAP SuccessFactors, Workday and Oracle HCM, so it sits alongside a buyer's existing HR systems rather than replacing them outright. That matters for larger organisations in particular, since it means a Workday or SuccessFactors customer can add Gloat's skills and mobility layer on top of their existing HR records rather than migrating that data into a separate system.
Gloat Technology Areas
Buyers evaluating Gloat should be aware that it spans several distinct but connected technology areas, all built on its central Workforce Graph. For a wider view of where these fit into the broader market, our HR Technology page covers the category in more depth.
Talent Marketplace: matches employees to internal projects, gigs, mentorships and full time roles based on their skills and career interests.
Enterprise Optimisation (Signal): shows leaders where AI is changing roles and tasks, and where the biggest return on AI investment is available.
Work Orchestration (Mosaic): helps managers break a piece of work down into tasks and assemble the right mix of people, technology and AI tools to complete it.
Workforce Readiness (Ascend): builds employee AI skills through learning pathways, mentor matching and internal mobility.
Workforce Graph: the underlying graph connecting people, skills, tasks, roles and external labour market data across the platform.
Governance layer: applies business rules and controls over how the platform's AI agents are permitted to act on workforce data.
Gloat Alternatives
Gloat sits in a busy and fast-changing corner of HR technology, one that has grown from a fairly narrow internal talent marketplace category into a much broader race to apply AI across the whole workforce. Buyers weighing up Gloat typically compare it against both specialist talent marketplace vendors and the large HR suites now adding similar capability of their own.
If you are exploring this market and want to understand who else you should be considering alongside Gloat, the Viewpoint Analysis Longlist Builder is a good place to start. Answer a few questions about your requirements and we will come back with a comprehensive report covering all the vendors worth considering for your shortlist.
• Eightfold AI: a talent intelligence platform built on AI trained across a very large pool of public career data. It is often compared to Gloat on the strength of its skills matching, though buyers generally see it as offering less in the way of built in learning and performance tools.
• Fuel50: takes a more employee led approach, starting from where a person wants their career to go rather than which roles are currently open. It is often positioned as a quicker and lower cost way to get a talent marketplace live than some of the larger platforms.
• Phenom: combines internal mobility with talent acquisition in a single platform, which suits buyers who want one system spanning both external hiring and internal redeployment rather than treating the two separately.
• SAP SuccessFactors and Workday: both now offer native talent marketplace and skills modules within their wider HR suites, an increasingly common choice for buyers who would rather extend their existing HCM platform than bring in a specialist vendor.
If you are at the stage of running a formal selection process, the Enterprise Software Selection Playbook covers how to review the market and run a professional evaluation to find the right option for your organisation's needs.
Gloat Customer Examples
Gloat has built its customer base around some of the world's largest employers and publishes detailed results from a number of them. The four examples below are drawn directly from Gloat's own published customer stories.
• Unilever: one of Gloat's earliest customers, Unilever has used the platform to free up more than 650,000 hours of employee time and lift overall productivity by 41 percent, with around 70 percent of assignments now cross-functional across a consumer goods business of around 149,000 employees.
• Schneider Electric: the energy management and automation group has used Gloat to improve employee retention, reporting 15 million US dollars in savings from improved productivity and reduced recruiting costs, with 81 percent of employees saying they would recommend the platform.
• Mastercard: the payments company's internal marketplace, branded Unlocked, delivered 21 million US dollars in productivity gains in its first year, with more than half of its roughly 21,000 employees registering within a month of launch.
• HSBC: the bank has used Gloat to support a skills-based approach to upskilling across its 220,000-person workforce, with 45 percent of assigned projects now taking place outside an employee's own business entity.
Suggested Next Steps
Further reading. If you want to understand the wider HR technology landscape before going further with any individual vendor, the Viewpoint Analysis HR Technology page covers the market in detail, including the different categories, key vendors, and what to look for when evaluating your options.
Build your initial longlist. Not sure who else you should be considering alongside Gloat? The Viewpoint Analysis Longlist Builder asks you a few questions about your organisation and requirements, and we come back with a comprehensive report covering all the vendors worth putting on your list. It is a straightforward way to make sure you are not missing a strong option before you start shortlisting.
Have your selected vendors come and pitch to you. Take a look at our Technology Matchmaker, where we will bring the leading technology vendors to pitch their ideas to you. It is a super-quick way to learn what is on the market before shortlisting them.
Run a quick selection process. If you are ready to move to a formal evaluation, the Viewpoint Analysis 30-Day Technology Selection service takes you from a standing start to a preferred vendor decision in a single month. It combines the best of our Rapid RFI and Rapid RFP processes, and we run the whole thing for you, writing the brief, managing vendor engagement, and guiding your team to a scored, defensible decision.
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