The company that pioneered the internal talent marketplace maps employees by what they can do - not the title on their badge.
Before Gloat had a name, it had a frustration. Ben Reuveni was an engineer at IBM, getting courted by outside recruiters while, internally, there was silence. Exploring opportunities outside the company was somehow easier than finding them inside. He eventually landed a new IBM role - but mostly because he knew the right people. That gap between the talent a company already employs and the talent it can actually see became the founding idea for Gloat.
Gloat is an enterprise HR-technology company built around a deceptively simple reframing: describe your workforce by skills, not job titles. A "marketing manager" might also be your strongest data storyteller and a capable Python hobbyist - facts an org chart never records. Gloat's software surfaces those capabilities and then does something with them, matching people to internal roles, short-term projects, gigs and mentorships through an AI-driven internal talent marketplace.
The company was founded in 2015 in Tel Aviv - originally as a consumer job-matching app called Workey - by Reuveni, Amichai Schreiber and Danny Shteinberg. The consumer app did not become a unicorn, but it proved the trio could match people to work more intelligently than a resume ever could. That insight became the enterprise product now used by companies including Mastercard, Unilever and Novartis, and headquartered at 599 Broadway in New York.
The traditional approach to work, jobs and careers is now holding businesses and their people back.
The bet underneath all of it is an economic one. Recruiting externally is slow and expensive; the capability a company needs is often already on payroll, one org-chart branch away and invisible. Make internal movement visible and frictionless, Gloat argues, and two things follow: work gets done faster, and people who can grow where they are become less tempted to leave.
Gloat began with the Talent Marketplace and, over a decade, built infrastructure beneath it - a skills layer, a graph, and most recently a set of AI agents. The pieces fit together into what the company now calls a work-orchestration platform.
The flagship product. AI matches employees to internal full-time roles, projects, gigs and mentorships - opportunity made visible inside the company.
A "living map" connecting people, skills, roles, work and technology. In 2025 it became a multi-ontology engine spanning humans and AI.
AI-powered skills-intelligence infrastructure that builds and maintains a dynamic skills inventory and ontology, later extended with Skills Insights.
Lets managers break a work objective into tasks and required skills, then assemble hybrid human-AI teams from across the organization.
A platform-wide upgrade adding a next-gen Talent Marketplace, Skills Foundation 2.0 and Microsoft Copilot integration.
Pre-built transactional, workflow and strategic AI agents deployed inside Microsoft Teams and Copilot, built on the Loomra context engine.
Gloat's 2025 repositioning leans on a gap it says most enterprises now feel. Companies are pouring money into AI, but the productivity gains have lagged - a mismatch the company frames as an orchestration problem rather than a tooling problem. Its answer, branded the "Exponential Workforce," is to coordinate which human, which agent and which skill gets pointed at which piece of work.
Source: Gloat, "Exponential Workforce" announcement (Sept 2025). Figures as stated by the company.
Gloat sells to large enterprises across financial services, healthcare, consumer goods, manufacturing and telecom - organizations big enough that their own talent has become hard to see. The platform reports more than a million employees using it across 120+ countries.
Plenty of vendors now sell skills intelligence and internal mobility - Fuel50, Eightfold AI, Beamery, Phenom and 365Talents among them, with incumbent HCM suites like Workday and SAP SuccessFactors bolting on their own versions. Gloat's claim to distinction is partly chronological: it is widely credited with pioneering and naming the "internal talent marketplace" itself.
The other differentiator is architectural. Rather than treating skills as tags layered on top of a traditional HR system of record, Gloat built the Workforce Graph as the substrate - a connected model of people, skills, work and technology that its marketplace, planning and agent products all draw from. That graph, not any single feature, is what the company points to when asked why a customer would choose it over a suite module.
We help organizations see their people by what they can do, not just the titles they hold.
The business model is classic enterprise SaaS: subscription licenses priced by employee and module, sold to HR and workforce-strategy leaders, and integrated into HCM systems such as Workday, SAP SuccessFactors and Oracle Cloud. Third-party estimates put annual revenue in the region of $25 million, though the company does not publish figures.
| Round | Amount | Date | Lead / Notable Investors |
|---|---|---|---|
| Series C | $57M | Jun 2021 | Accel, Eight Roads Ventures, Intel Capital |
| Series D | $90M | Jun 2022 | Generation Investment Management (chaired by Al Gore), Accel, Intel Capital |
The Series D was led by an investment firm chaired by former U.S. Vice President Al Gore - a signal of the round's sustainability-of-the-workforce thesis: reskilling existing people over churning the labor market.
Ben Reuveni, Amichai Schreiber and Danny Shteinberg launch a job-matching platform in Tel Aviv.
The team rebrands to Gloat and refocuses on matching employees to opportunities inside their own companies.
Funding accelerates the Talent Marketplace as the "new world of work" reshapes enterprise HR.
Generation Investment Management leads; total funding reaches roughly $190M with 1M+ users across 120+ countries.
Gloat introduces AI-powered skills-intelligence infrastructure beneath the marketplace.
A platform upgrade and brand refresh reposition Gloat around agentic HR and human-AI orchestration.
Served in the IDF's elite 8200 intelligence unit and spent years at IBM as a solutions architect before founding the company. His own experience hunting for an internal role became the seed of Gloat.
Leads the technology behind the Workforce Graph and Gloat's AI matching and skills systems.
A co-founder focused on product and brand, helping shape how Gloat tells the "future of work" story.
Explore Gloat's own product walkthroughs and founder interviews on the company's channels.
It runs an AI-powered internal talent marketplace and skills-intelligence platform that helps large companies match their own employees to roles, projects, gigs and mentorships based on skills rather than titles.
It was founded in 2015 (originally as Workey) by Ben Reuveni (CEO), Amichai Schreiber (CTO) and Danny Shteinberg.
Roughly $190 million total, including a $57M Series C led by Accel (2021) and a $90M Series D led by Generation Investment Management (2022).
Global enterprises such as Mastercard, Unilever, Novartis, Spotify, HSBC, Standard Chartered, Schneider Electric and Nestle - 1M+ employees across 120+ countries.
Gloat's proprietary AI engine - a living map that connects people, skills, roles, work and technology across an organization to power talent decisions.