Workday holds your workforce data. Gloat puts intelligent agents where your people already work—Teams, Slack, email. Agents that build succession pipelines, catch flight risks, and coach careers without anyone logging into an HCM.
Workday captures the data. It runs the transactions. But employees don't live in Workday—they live in Teams, Slack, and email. The intelligence needs to meet them there, proactively, in the flow of work.
Skills per employee in Skills Cloud
Self-reported skills are sparse and stale. Employees add a few during onboarding and never return. The taxonomy exists but the data is thin.
Talent pool refreshes
Pools are built manually by HRBPs, reviewed in talent forums, and outdated within weeks. People grow faster than lists update.
Career Hub recommendations
Career Hub shows open positions by job family. No real personalization. No connection to actual skills or aspirations beyond what’s in the profile.
Workforce planning lens
Plans model people as numbers—”we need 10 more.” No visibility into which specific skills are missing or where internal supply could fill the gap.
Agents that infer skills from real work, maintain living talent pools, personalize Career Hub, and turn workforce planning from headcount math into capability strategy.
Skills Cloud data is thin
Employees self-report a handful of skills. Managers rarely validate. The result: a skills taxonomy that's rich in structure but sparse in actual data.
Agents infer skills from work output across all systems—project deliverables, code commits, certifications, collaboration patterns. Skills Cloud becomes the taxonomy; Gloat fills it with evidence.
Talent pools are static lists
You build talent pools in Workday once a quarter. By the time you need them, people have moved, grown, or left. Pools decay faster than they're refreshed.
Agents maintain living talent pools that update daily. Readiness scores shift as employees gain experience. New candidates surface automatically as their profiles evolve.
Career Hub feels like a dead end
Employees visit Career Hub, see a list of open roles, and leave. No personalization beyond job family. No connection to their actual skills or aspirations.
Every employee sees paths tailored to their real capabilities—including roles they wouldn't have searched for. Development actions are specific, sequenced, and tracked.
Workforce planning is headcount math
Planning models count people, not skills. You know you need "10 more engineers" but not which specific capabilities are missing or where the surplus sits.
Agents map skills supply against strategic demand in real time. Plans identify specific capability gaps and propose upskilling, redeployment, or hiring—with cost and timeline for each.
Workday's security architecture is among the most sophisticated in enterprise software—domain security policies, integration system security groups, configurable business processes. Gloat agents are bound by all of it. They authenticate through your tenant, respect your ISSG boundaries, and trigger actions through your configured business process definitions.
Workday's configurable business processes—approvals, notifications, conditions—took years to build. Gloat agents trigger within them. A promotion recommendation follows the same approval chain whether initiated by a manager or an agent.
Workday's role-based security is granular and carefully configured. Agents see only what the requesting user can see. No data leaks across security boundaries. Your ISSG and domain security policies apply to every agent action.
Integration runs within your Workday tenant's security perimeter. API credentials are tenant-scoped. Data processing respects your configured data residency. Audit logs capture every read and write.
more skills captured per employee
Agents infer from real work, not self-reports
reduction in time-to-fill internal roles
Agents surface candidates before reqs go external
increase in internal mobility
Career coaching delivered in Teams and Slack
improvement in workforce plan accuracy
Continuous skills supply vs. strategic demand
Gloat reads your Workday data through native APIs, builds an intelligence layer, and delivers agents where employees already work—Teams, Slack, email. Employees get career coaching, managers get succession insights, HR gets proactive alerts. Workday stays your system of record. Agents bring it to life.
Skills Cloud provides the taxonomy—the structure of skills and their relationships. It's excellent at that. What it lacks is data density. Most organizations have fewer than 5 skills per employee in Skills Cloud. Gloat agents infer skills from actual work across all connected systems and write them back, making Skills Cloud dramatically more useful.
Illuminate adds AI capabilities to Workday transactions—better search, generated job descriptions, summarization. It makes Workday easier to use. Gloat agents do something structurally different: they reason across multiple systems, monitor signals continuously, and take autonomous action. Illuminate optimizes Workday usage; Gloat agents solve workforce problems that span beyond any single system.
No. Workday remains your system of record for all formal processes. Gloat adds an intelligence layer that makes those processes smarter. Your recruiting process still runs in Workday—but with internal candidates surfaced by agents who understand skills across systems. Your talent reviews still happen in Workday—but informed by continuous signals rather than point-in-time data.
We use Workday's native RaaS (Report-as-a-Service) for data extraction and REST APIs for real-time queries. Write-back uses the REST API for individual records and bulk operations. Authentication is OAuth 2.0 with refresh tokens. Change detection uses Workday's integration event framework.
Worker profiles, job history, skills (from Skills Cloud), compensation bands, org hierarchy, learning completions, talent assessments, succession plans, and business process configuration. We read governance rules so agents respect your existing approval workflows. You control the exact scope during implementation.
Workday integration setup takes 2-3 weeks—configuring RaaS reports, API credentials, and security groups. Agent configuration and tuning takes 4-8 weeks depending on use case complexity. Most customers are live with their first agent within 90 days. Start with one high-impact use case and expand.
Get Started
We'll show you what agents find in your Skills Cloud, talent pools, and career pathways—in your tenant, with your data.