In essence, people and businesses are stuck. These trends, driven by the transition from a pandemic into a possible recession, underscore why Gloat exists. We help employees steer their own careers and accelerate their potential within their own companies. Simultaneously, we help businesses stay agile, giving them the intelligence and tools to redeploy talent, understand skills across their organization and make critical planning decisions. In short, Gloat empowers people to become anything and businesses to achieve anything.

Gloat’s recently closed $90 million Series D will help us expand the global reach of our Workforce Agility platform. By combining our AI-powered Talent Marketplace and Workforce Intelligence, Gloat helps organizations break down silos, analyze thousands of skills at scale, and distill crucial insights for strategic talent decision-making.

​​What was once relevant for trailblazing companies has now become the baseline mechanism for business survival. Understanding and aptly steering workforces requires a much more granular approach: jobs must be distilled into tasks, roles broken down into skills, and people must be recognized for their abilities, interests, and potential. This pixelization of work is the only way to ensure and maintain business sustainability amid ever-disrupted markets—and Gloat offers not only a way to collect constantly evolving intelligence at this granular level, but also to act on it, at speed and at scale.

As we begin this next phase of our growth, we couldn’t be more grateful for our customers’ continued partnership and advocacy. Many of the world’s largest employers incorporated our platform into their business infrastructure before the pandemic peaked. As a result, companies like Mastercard, Unilever, Schneider Electric, Seagate, Nestlé, Novartis, Standard Chartered Bank, and HSBC have been able to protect, redeploy, restructure, and optimize their workforces. They’ve already saved millions of dollars in talent acquisition costs and unlocked hundreds of thousands of working hours.

In contrast, unprecedented employee attrition beset companies without a talent marketplace or workforce intelligence during the Great Resignation. Fortunately, the current high demand for workforce agility indicates a sweeping realization—the outdated practices of human capital management are behind us. The time is now to enable career development for every individual and bring workforce agility to every enterprise.