Gloat

1. Products/Services & Features

• Main Offerings:

  • Work Orchestration (Mosaic) - AI-powered platform to align work between people and AI
  • Workforce Readiness (Ascend) - AI mastery and skills development for employees
  • Enterprise Optimization (Signal) - AI impact assessment and ROI measurement

• Feature Breakdown: AI-powered talent matching, internal job marketplace, skills profiling, career pathing, project/gig matching, mentorship matching, workforce analytics, skills gap identification, employee engagement tools, integration with Microsoft 365 Copilot (Departments: HR, Talent Acquisition, Workforce Planning, Learning & Development, Operations)

• Business Industry Gearing: Enterprise-focused, particularly Fortune 500 companies across tech, finance, manufacturing, and global conglomerates

2. Security & Compliance

• Certifications: SOC 2 Type II Certified, ISO/IEC 27001, ISO/IEC 27017, ISO/IEC 27018, GDPR Compliant

• Vendors/Tools: Not specified in available sources

• Risk Profile:

  • Breaches: No public evidence of data breaches
  • Features: Audit trails, data subject access request support, regular third-party audits, encryption, access controls, incident management

3. User Feedback & Adoption

• Aggregated Reviews: 4-5 stars on G2 and Capterra; 90-100% satisfaction rate

  • Pros: Intuitive user interface, strong AI-driven matching capabilities, excellent customer support, encourages internal mobility, scalable for large organizations, improves employee engagement and retention
  • Cons: Integration challenges with existing HR systems, requires initial training and onboarding, data quality dependent on complete employee profiles, may be overly complex for smaller organizations

• Adoption Insights:

  • Adoption Ease: High - described as user-friendly and intuitive interface; however, full potential requires training and change management
  • Adoption Cultural Fit: High for large enterprises with distributed workforces; requires organizational commitment to internal mobility and skills-based culture

• Metrics: Not publicly disclosed; however, customer testimonials indicate high satisfaction and strong retention among enterprise clients

• Barriers: Integration complexity, need for comprehensive employee profile data, organizational change management, training requirements

4. Monetization & Business Model

• Revenue Model: SaaS subscription model, per-employee-per-month (PEPM) pricing

• Pricing: Enterprise pricing typically $5-$10 PEPM; negotiated based on organization size and features (Sources: G2, Capterra, industry reports; exact pricing requires direct sales engagement)

• Market Context:

  • TAM: Global HR technology market estimated at $20+ billion; internal talent marketplace segment growing rapidly
  • Growth Stage: Growth stage; increasing enterprise adoption and market recognition

5. Leadership & Recent Developments

• Key Metrics Update:

  • Funding: Series D: $90 million (June 2022) led by Generation Investment Management
  • Employee Growth: Approximately 258 employees as of recent data; growing team

• News/Trends:

  • News Launch: Agile Workforce OS 2.0 (2024), Skills Planner & Studio (Oct 2024), Microsoft 365 Copilot Agent Integration (May 2025), Exponential Workforce platform refresh (Sep 2025)
  • News Partnerships: Microsoft 365 Copilot integration; ongoing partnerships with Fortune 500 clients including Unilever, Schneider Electric, Estée Lauder, Standard Chartered, PepsiCo, Fidelity, HSBC, Mastercard
  • News Funding: No new funding rounds disclosed since Series D (June 2022)
  • News Challenges: Bridging the AI productivity gap; 95% of generative AI pilots failing; need for organizational redesign and talent density optimization

6. Target Audience & Use Cases

• Target Market: Large enterprises (10,000+ employees) across tech, finance, manufacturing, and global conglomerates

• Target Users & Personas: HR professionals, talent acquisition teams, workforce planning leaders, HR business partners, learning & development teams

• User Experience Level: Intermediate to advanced; designed for HR professionals and organizational leaders

• Key Use Cases:

  • Internal Mobility - Enable employees to discover and transition into new roles, projects, and gigs within the organization
  • Skills Development & Workforce Planning - Identify skills gaps, plan upskilling campaigns, and forecast talent needs
  • Talent Acquisition Integration - Combine internal talent pools with external hiring to create holistic staffing strategy

7. Impact & Recommendations

• Measurable Outcomes:

  • Workflow Improvements: Streamlines career management, reduces external hiring costs, improves employee retention, accelerates internal transitions, enables data-driven talent decisions
  • ROI Examples: Mastercard: 1M+ strategic work hours unlocked, 93% employee participation, 57% cross-team projects; Standard Chartered: 25% engagement improvement, 60%+ internal role fills; Seagate: $20M saved in termination costs

• Fit Assessment: Excellent fit for large enterprises seeking to optimize internal talent utilization, improve employee retention, and build workforce agility in response to AI-driven market changes

• Custom Rec Flags:

  • Priority ICP: Fortune 500 companies with 10,000+ employees, distributed global workforces, high turnover concerns, and strategic focus on internal mobility
  • Short Term Goals: Expand AI-embedded workflows, increase adoption of Exponential Workforce concept, drive enterprise optimization and ROI measurement

8. Data Sourcing Notes

• Other sources: https://gloat.com/newsroom/, https://gloat.com/about-us/, https://www.g2.com/products/gloat/reviews, https://www.capterra.com/p/185090/InnerMobility/