Gloat

Its output stays in your HR system, and data copies out

Gloat cut staff in 2026, and levels stay inside Gloat

Weigh the company as well as the product before a multi-year contract. Gloat cut staff in March 2026. Globes, the Israeli business daily, put the cut at 20%. It cited unnamed sources for that figure. Globes also reported that some customers had not renewed the talent marketplace. It reported that Gloat’s operating losses were widening. The cuts fell mainly on staff outside the new products Gloat now focuses on. Gloat contests that 20% figure. It says the real cut was smaller. Gloat never put its own number on it. Gloat also says it continues to support and invest in the marketplace. It says this even as it expands into AI agents.

By March 2026, Gloat had about 100 employees. Most of them work in Israel. That is down from 300 employees in April 2023. Gloat cut 12% of its staff that year too. Its total funding is about $186m. It has announced no new funding round since a $90m Series D in June 2022.

The product has four limits of its own.

Gloat’s help centre is open only to customers. Request access while you evaluate Gloat.

It fits best if you already run Workday, SuccessFactors or Oracle

It has no published price, so get one on a call

No public contract gives you a figure to compare against a quote.

What Gloat does publish is how it sells. It offers packages, extra services you add one at a time, and help to get your team set up. In its Skills in Motion and Agile Workforce packages, Career Planning, Opportunity Hub and Microsoft Teams all cost extra. You can also have Gloat switch which HR system it connects to. Gloat plans and tests that switch itself. It gives no price for that work up front.

Gloat’s service agreement promises at least 99.5% availability in any calendar month. It sets aside eight hours on one Sunday each month for maintenance. Support runs in weekday office hours, in Central European, US Eastern and Melbourne time. If you need support outside those hours, put that in the contract.

Gloat publishes no minimum company size. It says it has supported organisations of every size. The smallest company named in its case studies is Ford Otosan, with 4,200 employees. If your company employs fewer people than that, request a reference closer to your own size. Do that before you book a demo.

Leaving Gloat has costs of its own. Its Data Direct service does copy your data out on its own. You can also pull data out yourself, through Gloat’s programming interface. That needs a key and sign-off from your Gloat contact. Standard access allows 1,000 data requests a day and 100 an hour. Gloat can raise that cap, but does not have to. So getting your data out that way depends on Gloat’s help. After a contract ends, Gloat normally keeps your personal data for up to three months. Run your export before the contract ends.

Gloat names no standard skills framework that its skills map to. Examples of standard frameworks include the European Union’s ESCO, the US government’s O*NET, Lightcast’s library, and SFIA for digital skills. Get Gloat to name one before you sign. Your skills data moves most easily to another supplier when it sits under your own skills list. If you choose Gloat, load your own list from the start.

What should you ask Gloat before you sign?

1. Which of your agents add skills from someone’s real work at a customer today? Good answer: Names the agents, and the tools they read, such as code or project tools.
2. At one live customer, what share of each skill profile came from HR records, people, managers and your agents? Good answer: A number for each of the four sources, from one named customer.
3. How is one person’s skill level actually set? Is it a rating, a CV, or both? Good answer: The working for one real employee, shown step by step.
4. Which customer, how many people, and what date sit behind your 94% accuracy figure? Good answer: A named customer, a headcount, a date, and who sat in the calibration sessions.
5. Your service agreement promises 99.5% availability a month, with support only in weekday office hours. Can our contract add hours beyond that? Good answer: A written yes, added to the order form.
6. Will our employees’ data help train your model or shape recommendations for other customers? Can we opt out? What happens to it after our contract ends? Good answer: A clear answer on opting out, and a deletion date after our contract ends.
7. When we leave, what will a full export actually contain, in what format, and at what cost? Good answer: A sample export file, with a price attached if Gloat charges for one.
8. Globes reported that some of your customers have not renewed your talent marketplace. Can we speak to two customers who renewed in 2025 or 2026, one close to our own size? Good answer: Two working reference calls, arranged within a week.

Look first at your HR system supplier’s own skills tool

Alternatives to Gloat include Eightfold, Fuel50, TechWolf, Microsoft People Skills, Workday Skills Cloud, SAP Talent Intelligence Hub and Oracle Dynamic Skills. You can also buy nothing yet.

If you run Workday, SAP or Oracle, look first at that supplier’s own tool for skills and HR agents. Read the licence terms before you treat that route as free. The SuccessFactors feature that works out employees’ skills needs a separately purchased AI units licence.

If internal mobility is the job you need done, compare Gloat with Eightfold and Fuel50. Eightfold’s talent marketplace offers employees “a living hub of jobs, projects, gigs, and mentors”, much like Gloat’s does. Fuel50 also supplies its own skills library, like Gloat. Fuel50 lets you adopt that library, bring your own, or combine the two. None of the three stands out enough to settle the choice alone. Pick the one that fits your HR system and gives the best contract terms.

Working out skills from people’s actual work might be your main reason for looking. If so, compare Gloat with TechWolf and Microsoft People Skills. Our guide groups those two together, as the products built for exactly that job. TechWolf tracks a level per employee, not just per job. It does this for whichever skills matter most to you. Its scale is five levels by default, adjustable from three to eight. In Gloat, a person’s level comes only from an optional 0 to 5 rating, or from their CV. TechWolf’s smallest named case-study customer, Cotality, has about 5,000 people. Request a reference near your own size from TechWolf too.

Your people might already hold Microsoft 365 Copilot licences, for Gloat’s assistant or for anything else. If so, Microsoft People Skills comes with them for $0 extra, so far. It works out skills from Microsoft 365 only. Microsoft says it is not designed for promotion or pay decisions. Even so, trying it first shows you what your existing systems already hold. That is worth doing before you sign with anyone else.

Buying nothing yet is also an option. Gloat’s profiles start from your job data, and from what people and their managers add. If your job data is patchy, fix that first. The same is true if few people keep a profile current. Products here work only as well as that data. You might mainly need employees to see internal openings and put themselves forward. If so, look at whether your HR system already does enough of that on its own. Our market guide sets out when that work, not a purchase, is the right answer.