ABOUT US

The era of
Agentic HR is here.

Intelligent agents that transform how work gets done.

Legacy HR systems were built to store records, not to act on them. Employees navigate disconnected portals, managers lack real-time insight, and critical workforce decisions stall. Gloat is changing that with Agentic HR — autonomous AI agents that understand workforce context, reason through complexity, and take action in the tools your people already use. The result? Workforce decisions that happen in real time, not review cycles.

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Our Leadership Team

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Ben Reuveni

Co-Founder & CEO
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Danny Shteinberg

Co-Founder, Chief Product Officer
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Amichai Schreiber

Co-Founder & CTO

"We built Gloat so that every workforce decision — from career moves to skills development to workforce planning — could be handled by intelligent agents, not disconnected tools."

Danny Shteinberg, Co-Founder, Chief Product Officer 

Our Investors

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Gloat’s Values

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Everyone Builds.
AI gives every person the leverage of a team, and we expect you to use it. There's no management class at Gloat – seniority means you build more, not less. If you can't point to what you made this week, the title doesn't matter.
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Speed Serves the Customer.
Our customers are why we exist, and their time matters as much as ours. We listen first, build with intent, and ship quickly because a good answer today usually beats a great one next month. We earn trust daily by leaning toward what serves the customer and moving with urgency to deliver it. Customer experience, delivered fast, is everyone's job.
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Ownership-forward.
We own it. All of it. No "someone should." If it's on your plate, it's yours – the wins, the misses, the cleanup. We tell each other the truth about what's working and what isn't, even when it's uncomfortable, because the alternative is worse: customers who lose trust, teammates who lose time, and a company that drifts. Accountability isn't a performance review – it's a daily practice.
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Brutal honesty.
Say the hard thing. We'd rather have an uncomfortable conversation today than a broken outcome next quarter. We name the missed commitment, the weak argument, the underperforming bet – directly, in the room, with the person. No back-channel, no soft-pedaling. Brutal honesty is how we show respect; vague feedback is how we waste each other's time.
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Build the Category.
We're not improving HR, we're redefining it. That takes the nerve to make claims others won't, ship before the market asks, and treat "we've always done it this way" as a bug, not a feature. Bold is the baseline.
Check out your opportunities with us
Join our team!