Gloat vs Workday 2026: Which Internal Mobility Tool Actually Helps You Move Up?

Introduction: Why Your Next Job Might Be Found by an AI Agent

Internal mobility used to mean refreshing an internal job board and hoping a manager noticed your application. The newer pitch from HR technology vendors is that software should do the matching for you: Workday describes its Skills Cloud as a way to “Power growth and internal mobility by surfacing opportunities for employees in the flow of work” (Workday Skills Cloud). A third-party aggregator describes Gloat as “an AI-powered talent marketplace … a single place for employees to find internal job openings, short-term projects, mentorship opportunities, and learning resources” (hr.toolsinfo.com aggregator).

This post is written for employees and HR-adjacent readers who want a decision-framed answer, not a sales pitch. The framing matters because “Gloat vs Workday” is slightly misleading: the two are not strict rivals in the way two competing job boards would be. Gloat builds an agent layer that can sit on top of Workday, and Gloat states that “Workday remains your system of record for all formal processes” (Gloat for Workday).

The honest version of the question is therefore: what does each product actually do for your career movement, what do the vendors claim, what is unknown, and what should you ask your HR team? Every vendor figure below is labelled according to its source status and linked.

Quick Verdict (TL;DR)

They are complementary, not strictly competing. Gloat has a dedicated Workday integration product and states that “Workday remains your system of record for all formal processes” (Gloat for Workday).
If your employer runs Workday HCM, you may already have access to Skills Cloud. If your employer has added Gloat, you may see agents appear where you already work: “Workday holds your workforce data. Gloat puts intelligent agents where your people already work—Teams, Slack, email.” (Gloat for Workday).
Neither vendor publishes a price. Neither page publishes pricing or a price list, and Workday routes buyers through Contact Sales and Request a Demo, so a cost comparison is not possible from these sources.
Neither set of outcome percentages in this post has been independently verified by any third party in the sources used here.

What Gloat Actually Is (and What It Isn’t)

Gloat positions itself as an “Agentic HR Platform,” described on its platform page as: “Build intelligent workforce agents that understand your people, respect your policies, and work where your teams already are.” (Gloat platform). The platform is aimed at HR teams building agents, not at employees buying software directly.

The builder lets administrators “Wire together intelligent capabilities – matching, retrieval, skill analysis, career pathing – on a visual canvas powered by Loomra’s semantic layer” (Gloat platform). Pre-built templates exist, “from Career Development Advisor to Retention Risk Analyzer” (Gloat platform). Gloat also states a data posture that matters for trust: “Gloat does not just read your system of record. It ingests the data, the business logic, the workflows, the configurations – and keeps them in sync” (Gloat platform).

For employees, the practical reality is where the agents show up. Gloat says agents are deployed “directly into Microsoft Teams, Slack, Google Chat, or Copilot” (Gloat platform). Its own description also says it is “Model-agnostic – run on Anthropic, Google, IBM WatsonX, or your own infrastructure” (Gloat platform), and that it offers “Full audit trail for every agent decision” (Gloat platform).

Gloat’s platform page also lists integrations that include Microsoft Teams, Microsoft Copilot, SAP SuccessFactors, Workday, and Oracle HCM (Gloat platform). That list is vendor-stated and unaudited.

Gloat publishes scale figures on its platform page: “100+ Enterprise customers”, “5M+ Employees empowered”, and “112 Countries worldwide” (Gloat platform). These are vendor-claimed and unaudited, with no methodology shown on the page.

What Gloat is not, according to its own Workday integration FAQ, is a replacement for Workday’s core recruiting or talent optimization products. It explicitly does not replace Workday Recruiting or Talent Optimization (Gloat for Workday).

What Workday Actually Is: Skills Cloud and Talent Management

Workday’s Skills Cloud is framed as infrastructure for understanding workforce skills: “Know what skills your workforce has and where gaps are so you can turn real-time data into actionable intelligence and future-proof your talent strategy” (Workday Skills Cloud). Its named capabilities are listed verbatim as: Mass Skills Population; Skills Verification; Skills Dashboard; People Analytics; Job Architecture Hub (Workday Skills Cloud). Workday also describes a “Gap and Match Scores” mechanic: “Use Gap and Match Scores to spot skill gaps and upskill workers” (Workday Skills Cloud).

Workday’s FAQ on the U.S. Skills Cloud page says the product can “automatically surface qualified candidates during recruiting” (Workday Skills Cloud). The broader Talent Management overview says Workday lets you “Use AI to match employees to opportunities according to skills and experience” (Workday Talent Management overview).

Workday’s Talent Management page names several agents: Talent Acquisition Agent, Sana Coach, and Sana Concierge (Workday Talent Management overview). Workday also publishes a customer-attributed, vendor-published figure from Best Buy: a “14% increase in internal fill year-over-year” and a “16% decrease in staff turnover” (Workday Talent Management overview). Those figures are customer-attributed and vendor-published, not independently verified in the sources used here.

Two Workday claims could not be confirmed on the full US pages we fetched: that Skills Cloud is “Included with Workday HCM” and that it is “an AI-based skills intelligence foundation with a market-informed ontology of more than 120,000 skills”. Both appear in Workday’s published UK Talent Management overview, which we could only read at search-snippet level (Workday UK talent overview), so treat them as vendor-stated and unconfirmed rather than page-verified. The same UK overview is also the source for references to HiredScore AI for Talent Mobility, Career Path Builder, Talent Marketplace, and Flex Teams (Workday UK talent overview). Workday also has dedicated pages for AI for Talent Mobility and Talent Optimization, which are part of the broader suite context (Workday AI for Talent Mobility; Workday Talent Optimization).

The Twist: Gloat and Workday Are Not Strict Competitors

Gloat lists Workday among its ecosystem integrations, alongside Microsoft Teams, Microsoft Copilot, SAP SuccessFactors, and Oracle HCM (Gloat platform). The division of labor, per Gloat’s vendor FAQ, is: “Skills Cloud provides the taxonomy … Gloat agents infer skills from actual work across all connected systems and write them back” (Gloat for Workday).

That means the two products can be complementary. Gloat explicitly does not replace Workday Recruiting or Talent Optimization (Gloat for Workday). In practice, Workday can remain the system of record for formal processes while Gloat adds an agent layer that infers skills from actual work and writes them back.

The integration is described by Gloat as: REST + RaaS; OAuth 2.0 refresh-token flow; event-driven and scheduled sync; write-back via REST API; customer-region hosting; and SOC 2 Type II certification (Gloat for Workday). These are vendor-stated integration specifications.

Gloat also gives a vendor-claimed rollout timeline: Workday integration setup of 2-3 weeks, agent configuration of 4-8 weeks, and “most customers are live with their first agent within 90 days” (Gloat for Workday). That timeline is vendor-claimed, with no independent verification in the sources used here.

Comparison Table: Gloat vs Workday, Side by Side

Dimension	Gloat	Workday (Skills Cloud / Talent Management)	What it means for you
Product type	Agentic HR platform / agent builder (Gloat platform)	HCM-integrated skills intelligence plus talent management suite (Workday Skills Cloud)	One builds agents; the other is often already the HR system of record
How you encounter it	Agents in Teams, Slack, Google Chat, Copilot (Gloat platform)	Opportunities surfaced “in the flow of work” within Workday (Workday Skills Cloud)	You may see Gloat as a chatbot and Workday as a portal
What employees find	Internal jobs, projects, mentorship, learning (third-party description) (hr.toolsinfo.com aggregator)	Gap and Match Scores, personalized learning and career development (vendor FAQ) (Workday Skills Cloud)	Both aim to surface moves, but through different interfaces
Skills foundation	Agents infer skills from actual work and write them back (Gloat for Workday)	Skills Cloud taxonomy; vendor-stated ontology of “more than 120,000 skills”, unconfirmed on the US page (Workday UK talent overview)	Your profile may be inferred, verified, or both
Organizational fit	Vendor-claimed “100+ Enterprise customers” (unaudited) (Gloat platform)	Sold alongside Workday HCM; vendor says Skills Cloud is “Included with Workday HCM”, unconfirmed on the US page (Workday UK talent overview)	Gloat is built to sit on top of an HCM such as Workday, so look for it alongside your existing HR system
Pricing transparency	No public price; pricing URL returns 404; third-party profile says “available on request” (Software Advice aggregator)	No standalone price published; sold via Contact Sales / Request a Demo (Workday Talent Management overview)	You cannot comparison-shop these on price from public sources
Relationship	Integrates with and builds on Workday (Gloat for Workday)	System of record for formal processes (Gloat for Workday)	They can coexist; the question is whether both are activated
Headline outcome claims	5x skills captured, 60% faster internal fills, 2.8x internal mobility (all vendor-claimed, no methodology) (Gloat for Workday)	Best Buy: 14% internal fill increase, 16% turnover decrease (customer-attributed, vendor-published) (Workday Talent Management overview)	Treat every percentage as marketing until verified

The Numbers Game: How to Read Vendor-Claimed Stats

Gloat’s outcome figures carry no methodology on the page. They are: “5x more skills captured per employee”, “60% reduction in time-to-fill internal roles”, “2.8x increase in internal mobility”, and “35% improvement in workforce plan accuracy” (Gloat for Workday). Each should be read as vendor-claimed, with no methodology provided in the sources used here.

Gloat’s Workday integration page also presents a problem figure: “<5 — Skills per employee in Skills Cloud” (Gloat for Workday). That is also vendor-claimed, with no methodology shown.

Workday’s Best Buy figures are customer-attributed and vendor-published: “14% increase in internal fill year-over-year” and “16% decrease in staff turnover” (Workday Talent Management overview). They are not independently verified in the sources used here.

On the Workday Skills Cloud page, customer-stat percentages in the extracted page text rendered as “0%” and are not recoverable. They are not quoted here (Workday Skills Cloud).

The takeaway is simple: none of these percentages is corroborated by any third party in the sources used here. Vendor-claimed figures can be useful as hypotheses, but they should not be treated as established outcomes.

What This Means for You as an Employee

If your company runs Workday HCM, ask HR whether Skills Cloud is enabled. Workday’s published UK overview says Skills Cloud is “Included with Workday HCM”, but we could not confirm that line on the full US page (Workday UK talent overview), so confirm the actual entitlement with your employer rather than assuming it.

If agents suddenly appear in your Teams or Slack, that is likely a Gloat-style layer. Gloat’s pitch is agents “where your people already work” (Gloat for Workday). The division of labor means Workday can remain the system of record while Gloat infers skills from actual work and writes them back (Gloat for Workday).

Your skills profile matters in both systems. Workday’s UK overview says machine learning is used to “infer, suggest, and validate skills across worker profiles, job requisitions, and learning content” (Workday UK talent overview). Gloat agents infer skills from actual work across connected systems and write them back (Gloat for Workday).

Practical steps that do not depend on marketing claims: keep your skills profile current; engage with opportunities surfaced to you; ask HR which system is the system of record for formal moves; and ask whether Skills Cloud, Gloat, or both are actually activated for your account. Neither tool can help you move up if it is licensed but not configured for your team.

Frequently Asked Questions

Are Gloat and Workday competitors?

No. Gloat builds on Workday and states that “Workday remains your system of record for all formal processes” (Gloat for Workday). Gloat also says it does not replace Workday Recruiting or Talent Optimization (Gloat for Workday).

How much does Gloat cost?

Unknown from public sources. Gloat publishes no public price; its pricing URL returns a 404, and a third-party profile says pricing is “available on request” (Software Advice aggregator). Do not treat any invented or estimated price as fact.

How much does Workday Skills Cloud cost?

No standalone price is published on the Skills Cloud or Talent Management pages. Workday sells through Contact Sales / Request a Demo (Workday Talent Management overview). Any specific Workday price claim would be unsupported by the sources used here.

Which companies use Gloat?

Gloat claims “100+ Enterprise customers” in “112 Countries worldwide” and “5M+ Employees empowered” (Gloat platform). These are vendor-claimed and unaudited. No independent customer list or third-party verification is available in the sources used here.

Can these tools actually get me promoted?

They can surface opportunities, skill gaps, and learning paths. Gloat’s “2.8x increase in internal mobility” is vendor-claimed with no methodology (Gloat for Workday), and Workday’s Best Buy figures are customer-attributed and vendor-published (Workday Talent Management overview). The tools may help, but the outcome percentages are not independently verified.

How long does a Gloat-on-Workday rollout take?

Gloat gives a vendor-claimed timeline: 2-3 weeks of integration setup, 4-8 weeks of agent tuning, and most customers live with their first agent within 90 days (Gloat for Workday). That is vendor-claimed, not independently verified.

Is my data safe with these tools?

Gloat states SOC 2 Type II certification for the Workday integration and a full audit trail for every agent decision (Gloat for Workday; Gloat platform). It also states that it is model-agnostic and can run on Anthropic, Google, IBM WatsonX, or your own infrastructure (Gloat platform). These are vendor-stated claims. Workday’s own security and privacy terms should be reviewed with your employer’s legal and HR teams.

The Bottom Line

For employees, you rarely choose between Gloat and Workday; your employer does. Workday is likely already the system of record if your company runs Workday HCM, and Gloat is a possible agentic layer on top of it (Gloat for Workday).

For HR-adjacent readers, the practical distinction is this: Workday provides foundational skills and talent infrastructure, including Skills Cloud capabilities such as Mass Skills Population, Skills Verification, Skills Dashboard, People Analytics, and Job Architecture Hub (Workday Skills Cloud). Gloat provides an agent layer that can infer skills from actual work, match employees to opportunities, and deliver those agents in Teams, Slack, Google Chat, or Copilot (Gloat platform; Gloat for Workday). They are designed to coexist (Gloat for Workday).

Both vendors hide pricing behind sales conversations, and both publish outcome statistics that are not independently verified in the sources used here. Evaluate either tool with that in mind.

The real question is not “Gloat vs Workday.” It is whether your employer has activated either one for you, and whether the skills profile it uses actually reflects the work you do.

How This Guide Was Built

This review is based on official vendor documentation and public product pages. We did not run either tool hands-on.

Sources fetched 2026-10-27:

Limitations and disclosures:

No independent verification was performed. All Gloat and Workday outcome figures are labeled vendor-claimed, customer-attributed, or vendor-published.
Gloat pricing is not public. The pricing URL returns a 404, and third-party profiles say pricing is available on request. No Gloat or Workday price is stated in this post.
Workday Skills Cloud customer-stat percentages in the extracted page text rendered as “0%” and are not recoverable, so they are not quoted here (Workday Skills Cloud).
Workday claims that we could only read at search-snippet level: “Included with Workday HCM”, “more than 120,000 skills”, and the mobility features (HiredScore AI for Talent Mobility, Career Path Builder, Talent Marketplace, Flex Teams). The full US pages we fetched do not carry these lines (Workday UK talent overview).
Capterra full-page content was blocked and is not used beyond noting that it was unavailable. No Capterra facts are quoted here.
All claims are limited to facts present in the verified source list above.

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