Gloat
Career management software
Skills management software
Talent intelligence software
Talent marketplace platforms
Talent management software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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- Media and communications
- Banking and insurance
- Healthcare and life sciences
What is Gloat
Gloat is an internal talent marketplace platform that helps organizations match employees to projects, gigs, roles, mentors, and learning opportunities based on skills and interests. It is used by HR, talent management teams, and business leaders to support internal mobility, workforce planning, and career development. The platform emphasizes skills and opportunity matching, talent profiles, and marketplace workflows rather than acting as a full HRIS suite.
Strong internal mobility workflows
Gloat centers on internal opportunity discovery, including project-based gigs, short-term assignments, and role moves. It supports end-to-end marketplace flows such as opportunity posting, matching, applications, and manager approvals. This focus can complement broader talent management suites that treat internal mobility as a secondary module.
Skills-based matching and profiles
The product builds employee profiles around skills, experiences, and aspirations to improve matching quality. It supports skills inference and skills data capture to create a skills layer that can be used across opportunities. This is useful for organizations shifting from job-based planning to skills-based talent decisions.
Enterprise integration orientation
Gloat is commonly deployed alongside existing HR systems and learning platforms rather than replacing them. It provides integration capabilities to ingest employee data and push outcomes (e.g., moves, assignments) back to systems of record. This makes it suitable for enterprises that need a marketplace layer without migrating core HR processes.
Not a full HCM suite
Gloat does not replace core HRIS functions such as payroll, benefits administration, or full employee records management. Organizations typically need to maintain a system of record and integrate data for identity, org structure, and job architecture. Buyers expecting an all-in-one talent management suite may require additional products for adjacent processes.
Data quality drives outcomes
Matching accuracy depends heavily on current skills data, job/role architecture, and consistent opportunity posting practices. If employee profiles are incomplete or skills taxonomies are not governed, recommendations can be less relevant. Many deployments require change management and ongoing data stewardship to sustain value.
Implementation and adoption effort
Rolling out an internal marketplace often requires process redesign across HR, managers, and employees (e.g., policies for gig participation and manager release). Integrations, permissions, and governance can add complexity in large enterprises. Time-to-value can vary based on organizational readiness and the number of systems involved.
Seller details
Gloat, Inc.
New York, NY, USA
2015
Private
https://gloat.com
https://x.com/gloat
https://www.linkedin.com/company/gloat/
