Gloat is the Work Orchestration Platform that closes the gap between AI investment and ROI by orchestrating AI agents, technology, and human expertise together. Pulse 2.0 interviewed Gloat co-founder and CEO Ben Reuveni to gain a deeper understanding of the company.
Ben Reuveni’s Background
Could you tell me more about your background? Reuveni said:
“My journey to CEO wasn’t linear, but every step shaped how I think about unlocking human potential through technology.”
“After serving in the Israel Defense Forces and getting my degree from Reichman University, I spent five years at IBM as a Solutions Architect working on the XIV storage system. That experience became the catalyst for Gloat. I started getting courted by outside recruiters, but internally there was silence. Somehow, exploring opportunities outside the company was actually easier than finding them inside. I eventually landed a new role at IBM, but only because I knew the right people. That frustrated me. Why should career growth depend on who you know rather than what you can do?”
“So in 2015, I left IBM and co-founded Gloat with Danny Shteinberg (our Chief Product Officer) and Amichai Schreiber (our Chief Technology Officer). Our mission has always been to transform how work gets done, amplifying human potential through technology to create what we now call the Exponential Workforce.”
Formation Of The Company
How did the idea for Gloat come together? Reuveni shared:
“Gloat has always been about finding and amplifying the human edge. How we do that has evolved, but the mission hasn’t. When Danny, Amichai, and I founded the company in 2015, we started as Workey, a job-matching platform in Israel. We quickly proved we could match people to opportunities in smarter ways, and that led us to a bigger ambition. We pioneered the talent marketplace, connecting people to opportunities within their company dynamically with AI.”
“As we scaled, we realized jobs alone were too rigid. We needed a deeper language: skills. So we built our skills foundation and Workforce Graph, helping organizations see their people by what they can do, not just the titles they hold. Then November 30, 2022 happened. ChatGPT launched, and everything accelerated. Now companies are increasing AI spending dramatically, but most aren’t seeing the ROI. There’s a massive productivity gap, and the missing piece isn’t more technology. It’s the human factor.”
“That’s where all our work comes together. Years of running talent marketplaces mean we understand work at a more granular level than anyone. Our deep investment in skills gives us the tools and knowledge to connect people, work, and technology. Those foundations allow us to do what we’re doing now: helping organizations bridge the AI productivity gap by finding their human edge and building what we call the Exponential Workforce, where every employee becomes an exponential contributor with an army of resources at their fingertips.”
Favorite Memory
What has been your favorite memory working for Gloat so far? Reuveni reflected:
“Honestly, it’s the relationships with our customers and our active partnerships with them throughout their transformation journeys.”
“Take Seagate. Patricia Frost has been a partner of ours for a long time now. She’s fond of saying you have to ‘win with the team you have,’ a philosophy she carried over from her military career. When she implemented our platform, she was adamant: this isn’t an HR tool, it’s a business tool that empowers every employee to own their career. They recently rolled it out to manufacturing specialists in Thailand and got over 90% of employees to enrich their profiles. Now they’re linking it to OKRs and learning platforms so people can see exactly where AI can assist them and where the human does the work. That’s a real transformation in action.”
“Or Mastercard. Lucrecia Borgonovo and her team built Unlocked as what she calls “a one-stop shop where employees can unlock their potential.” They’re now using it to run AI coaching circles and guilds, democratizing access to learning, and letting employees lead from their own seats. She talks about not waiting to be invited to the table, about HR making the first move. The feedback from their employees says it all: ‘This feels like freedom.’”
“These aren’t just vendor-client relationships, they’re proof points for the future of work we’re building together. Watching organizations that trusted us years ago now become AI-native—turning every employee into a potential exponential contributor—that’s the highlight of this journey for me.”
Core Products
What are Gloat’s core products and features? Reuveni explained:
“Gloat is the platform that turns AI investment into real impact by empowering people to take full advantage of AI. Here’s the reality: companies have increased AI spending dramatically, but most aren’t seeing the ROI. There’s a massive AI productivity gap, significant investment without commensurate results. Gloat closes that gap. We help organizations strategically identify where AI delivers the greatest financial impact, embed AI usage directly into employee workflows, and prepare their workforce for AI-driven change.”
Gloat has three core capabilities:
- Signal (Enterprise Optimization): The top-down view. Signal maps the work actually happening across your organization, reveals the highest-value automation opportunities, and quantifies ROI. It helps leaders see which roles will evolve, which tasks can be augmented, and creates pathways to redeploy talent into emerging, high-value work.
- Mosaic (Work Orchestration): The bottom-up activation. Mosaic empowers employees to orchestrate their work between people, tech, and AI in real time. It surfaces ready-to-use prompts tailored to how your company works, recommends the right AI tool for the task at hand, and connects employees to colleagues with relevant expertise they didn’t know existed.
- Ascend (Workforce Readiness): The human foundation. Ascend drives AI mastery at scale—building custom learning pathways, matching employees with AI-proficient mentors, and guiding career shifts aligned with where the business is headed.
“Together, these capabilities help organizations create exponential contributors; employees who can orchestrate AI, tech, and skills to work at 10x speed.”
Challenges Faced
Have you faced any challenges in your sector of work recently? Reuveni acknowledged:
“The biggest challenge we’re navigating is what we call the AI productivity gap. Companies are pouring resources into AI tools, agents, and frameworks, but they’re not seeing the productivity gains they expected. Every client and prospect I talk to says some version of the same thing: ‘We’re overwhelmed by all the AI options, but we’re still not getting enough value.’”
“Our perspective is a bit different from most. We believe the answer isn’t adding more AI tools; it’s solving for the human factor first. You can have as many AI agents as you want, but if your people don’t understand how to work alongside them, you won’t bridge that gap. The real challenge is helping every individual, team, and organization find their human edge so they can actually harness the power of AI.”
“The fear piece is real too. I still meet employees who say, ‘This AI stuff isn’t really working for me.’ My response is always the same: what’s not working today will be easy for AI in a few months, so you can’t afford to ignore this change. The skepticism and the need for education, those are the obstacles we’re helping companies overcome. That’s why we built our platform the way we did: to give employees clear guidance in their flow of work, to create upskilling pathways that build AI mastery, and to show people exactly where AI can assist them and where the human should do the work. The goal isn’t AI replacing humans; it’s humans and AI becoming complementary, with every employee becoming an exponential contributor.”
Evolution Of The Company’s Technology
How has Gloat’s technology evolved since launching? Reuveni noted:
“From the beginning, we’ve transformed alongside, and often ahead of, the biggest disruptions in how organizations operate. Our first chapter was about unlocking agility. We pioneered the talent marketplace, giving employees transparency into opportunities, matching people to projects and roles, and proving that organizations could mobilize their internal talent instead of always looking outside. We helped companies navigate massive disruption by making their workforce more fluid and adaptive.”
“But as we scaled those marketplaces, we saw the limits of traditional job structures. Jobs were too rigid a currency for how work was actually changing. That insight led to our second chapter: skills. We built our skills foundation and Workforce Graph, helping organizations unify fragmented HR processes around a common language of capabilities. This let companies finally see their people by what they could do, not just the title they held.”
“Now we’re in chapter three: the AI era. Organizations are investing heavily in AI but struggling to close the productivity gap between what they’re spending and what they’re getting back. This is where everything we’ve built comes together. Because we’ve run talent marketplaces for years, we understand work at a granular level. Because we invested deeply in skills, we have the language to connect people, work, and technology.”
“Our platform today, Signal, Mosaic, and Ascend, builds on those foundations to help leaders see where AI can drive real impact, embed guidance directly into how employees work, and prepare the workforce to thrive alongside these tools. It’s about creating exponential contributors: people who can orchestrate AI, tech, and human expertise to achieve outcomes that weren’t possible before.”
Significant Milestones
What have been some of Gloat’s most significant milestones? Reuveni cited:
“As we approach our tenth anniversary, there are quite a few exciting milestones that stand out. Creating the talent marketplace category was the first. When we started, this space didn’t exist. We had HR industry analyst Josh Bersin visit our tiny office in 2017 and tell us we were going to change the world, before anyone was even talking about internal mobility at scale. Becoming the category leader and building the largest deployments globally validated what we set out to do.”
“Crossing 1.5 million employees on the platform was huge. But what made it meaningful was who those employees work for: multiple Fortune 500 companies and dozens of the Global 1000, including organizations like Mastercard, MetLife, Novartis, Standard Chartered, Seagate, Nestlé, HSBC, and Schneider Electric. When companies of that caliber join what we’re building, it’s not just a customer win, it’s a movement.”
“Expanding from our roots in Tel Aviv to a global footprint with headquarters in New York, offices in London, and across APAC demonstrated that the problem we’re solving is universal. Partnering with investors like Accel and Generation, who believe in building for the long term, gave us the foundation to keep pushing forward.”
“And now, entering this AI chapter. Helping companies navigate the shift from skills-based organizations to human-AI teams, and building products like Signal, Mosaic, and Ascend to close the AI productivity gap. It feels like everything we’ve worked on before has been leading us right to this moment, this powerful inflection point we’re now approaching.”
Customer Success Stories
Can you share any specific customer success stories? Reuveni highlighted that their customers are doing extraordinary things—and the results speak for themselves.
- Seagate is a great example. Patricia Frost and her team came to us focused on winning with the talent they already have. They launched a redeployment initiative to avoid layoffs by finding employees who met 70-80% of the skills needed for open roles, then used internal learning to close the gap. Now they’re taking it further, linking the platform to OKRs and learning so employees can see exactly where AI can assist them and where the human does the work.
- Mastercard started with us during the pandemic and has unlocked over one million hours of capacity by filling roles internally instead of using external contractors and driving internal mobility across the enterprise. Their EVP of AI, Rohit Chauhan, said, “There’s nothing better than using the platform for innovation because you can tap into the entire organization to de-risk product development.” Now they’re running AI coaching circles and guilds through their platform and democratizing AI learning across the company.
- Standard Chartered is reimagining what a job even means in the AI era. Tanuj Kapilashrami, their Chief Strategy and Talent Officer, says, “The idea of a traditional job being a currency of work is going to become less and less relevant. You think of an individual as a collection of skills.” Today, 60% of their global workforce is active on their talent marketplace, taking on gigs that may have nothing to do with their original job description. The approach has created more than $8.5 million in value and is accelerating their AI rollout by helping them mobilize skills they already have.
“These aren’t just platform wins—they’re proof of what’s possible when you help every employee become an exponential contributor.”
Differentiation From The Competition
What differentiates Gloat from its competition? Reuveni affirmed:
“Companies are drowning in AI tools and starving for results. We exist to fix that; not by adding more technology, but by amplifying the human edge. That’s our core differentiator. We believe the gap between AI investment and ROI isn’t a technology problem; it’s an execution problem. Companies have bought the tools. What they’re missing is the layer that connects AI strategy to daily work. Gloat puts intelligence directly in front of employees in the flow of work, helping them understand what they have access to and how to maximize it. When employees know how to execute, leadership sees returns.”
“We’ve also been building for this moment longer than most. Josh Bersin has said publicly that ‘Gloat is always a year ahead’ of the market. He called Mosaic, our work orchestration capability, something that ‘really blew my mind,’ describing it as the ability to dynamically reallocate resources into work to improve productivity. His take on our platform: ‘This has really become this accidental existential enabling technology for the dynamic Superworker organization.’”
“The vision isn’t just workforce intelligence; it’s workforce orchestration and activation. Helping every employee find their human edge, orchestrate AI alongside their own expertise, and become an exponential contributor.”
Future Company Goals
What are some of Gloat’s future goals? Reuveni concluded:
“Our goal is to become the trusted partner for many leading companies navigating the most significant workforce transformation of our generation. I believe we’re heading toward a future where output no longer scales with headcount and impact no longer scales with effort. That’s the Exponential Workforce. As AI becomes commoditized, the true competitive advantage will belong to organizations that have maximized their human edge. We’re building the infrastructure to make that happen at scale.”
“Ultimately, we want to create a future where work is more meaningful, where AI handles the repetitive tasks and people focus on what humans do best: the relational, the strategic, the creative. A workforce that’s not just more productive, but continuously growing, adapting, and thriving.”
“It starts with people. It always has. The question we keep asking is: how do we amplify human potential with technology? That’s what drives everything we’re building.”
