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Overview
Gloat is an AI-powered internal talent marketplace that connects employees to projects, gig assignments, mentors, learning opportunities, and full-time roles within their organization — before those needs require external hiring. Founded in 2015 in Tel Aviv, Gloat has grown into one of the leading workforce agility platforms, deployed at enterprises like Unilever, Standard Chartered, Schneider Electric, and Mastercard to help large organizations unlock the hidden potential of their existing workforce.
The fundamental problem Gloat addresses is talent opacity: in large organizations, managers often hire externally because they don't know which existing employees have the skills or interest to take on new challenges. Gloat's AI maps the full skill landscape of the workforce and intelligently matches employees to internal opportunities — creating a continuous internal labor market that benefits both individuals (career growth, new experiences) and the organization (faster skill deployment, higher retention).
In 2026, Gloat has expanded its platform to include workforce planning capabilities that connect talent supply (current skills and capacity) to business demand (upcoming project requirements and strategic initiatives). This bidirectional intelligence helps CHROs and business leaders make data-driven decisions about workforce development, hiring needs, and organizational restructuring.
Key Features
AI Talent Matching
AI maps each employee's skills, experience, and career interests — then matches them to internal opportunities (projects, gigs, mentorships, full roles) before managers look externally. Surfaces hidden talent across the organization.
Internal Gig & Project Marketplace
Managers post short-term projects and gig assignments; employees apply based on interest and skill match. Enables rapid talent deployment across business units without bureaucratic transfer processes.
Skill Graph & Workforce Intelligence
Builds a real-time skill graph of the entire workforce. Leaders can query workforce capabilities — "How many people have Python skills?" or "What's our AI readiness gap?" — and make strategic decisions based on actual data.
Career Pathing & Development
AI generates personalized career paths for each employee based on their current skills, interests, and organizational needs. Suggests learning content, stretch assignments, and mentors to bridge skill gaps toward career goals.
Workforce Planning Analytics
Connects talent supply to business demand. Identifies skill gaps before they become hiring crises, models the workforce impact of business strategy changes, and supports data-driven headcount planning.
Mentorship & Networking Matching
AI matches employees with mentors, coaches, and peer learning partners based on skills, goals, and organizational context. Democratizes mentorship access beyond informal networks and personal connections.
Pros & Cons
Advantages
- Reduces external hiring costs by mobilizing internal talent
- Improves employee retention through visible career growth paths
- Creates real-time workforce skill visibility for strategic decisions
- Democratizes opportunities beyond informal networks
- Trusted by Fortune 500 enterprises globally
- Workforce planning module adds strategic value beyond HR
Disadvantages
- Requires large workforce to generate meaningful marketplace depth
- Manager adoption is critical — platform fails if managers don't post opportunities
- Implementation requires change management effort across the organization
- Not a recruiting tool — won't help with external talent acquisition
- ROI calculation requires good baseline data on hiring and turnover costs
Pricing Plans
| Plan | Price | Target | Key Features |
|---|---|---|---|
| Marketplace | Contact sales | Large enterprises (5,000+ employees) | Internal talent marketplace, skill matching, career pathing |
| Workforce Agility | Custom | Global enterprises | Full platform, workforce planning, skill graph analytics |
| Enterprise+ | Custom | Fortune 500 / Global 2000 | Custom integrations, dedicated success team, advanced analytics |
Best Use Cases
Gloat Excels At:
- Large enterprises (5,000+ employees) with complex internal talent pools
- Organizations investing in workforce transformation and skill-building
- Companies with high external hiring costs that could be reduced via internal mobility
- Leaders wanting data-driven workforce planning tied to business strategy
- Organizations focused on employee retention through career development
May Not Be Ideal For:
- Small and mid-size companies with limited workforce depth
- Organizations with rigid hierarchical promotion structures resistant to internal mobility
- Companies looking for a recruiting or ATS platform
How It Compares
Gloat vs Eightfold AI
Eightfold AI covers both internal and external talent intelligence. Gloat is focused specifically on the internal talent marketplace and workforce agility. Gloat's marketplace UX and gig assignment workflows are more developed; Eightfold's external recruiting capabilities are stronger.
Gloat vs Beamery
Beamery is a talent lifecycle management platform covering external sourcing through internal mobility. Gloat's focus on internal marketplace and workforce planning analytics is more specialized and arguably more mature for the internal mobility use case specifically.
Gloat vs Traditional L&D Platforms
Traditional learning platforms (LinkedIn Learning, Cornerstone) deliver content but don't connect learning to actual career opportunities. Gloat creates the marketplace where employees can apply developing skills to real projects — closing the loop between learning and doing.
Final Verdict
Our Recommendation
Gloat solves a real and expensive problem for large enterprises: the talent that organizations need is often already inside their walls, invisible to managers making external hiring decisions. By creating a transparent, AI-driven internal marketplace where skills, projects, and career aspirations can be matched efficiently, Gloat simultaneously reduces hiring costs, increases retention, and accelerates workforce agility. The platform requires genuine organizational commitment — managers must participate, employees must trust that internal mobility is supported — but for enterprises that clear this bar, Gloat delivers measurable business impact. It's a strategic workforce platform, not just an HR tool.
Frequently Asked Questions
