Know exactly how ready your people are for what comes next
Managers guess at employee readiness for promotions and role changes. Without objective data, high performers are overlooked and unprepared employees are promoted too early.
AI that scores readiness for any target role using skills, experience trajectory, and gap analysis with specific actions to close the distance.
2.4M skill nodes and 18.7M relationships mapping people, jobs, and skills across your organization.
Vector-based semantic search finds the right people through meaning, not keywords.
14 specialized tools for matching, predicting, and acting on workforce data.
Connects people to roles, learning, and mentors based on skills and goals.
Policy enforcement, approval workflows, and audit trails for every AI action.
Measurable Impact
It is a multi-dimensional vector across 5-6 factors: technical skills, leadership competencies, organizational knowledge, stakeholder readiness, development velocity, and cultural fit. Each dimension has a score and a trajectory showing improvement rate.
Manager assessments capture judgment but miss data. The agent combines manager input with skills evidence, learning completion, project outcomes, peer feedback, and performance trends – creating a more complete and less biased picture.
That is configurable. Some organizations share full readiness profiles to drive self-directed development. Others share development recommendations without the underlying scores. You control what employees see.
Continuously. Every completed course, project milestone, feedback cycle, or role change updates the readiness profile. There is no annual refresh cycle – the picture is always current.
It generates a specific development plan – matching the gap to available learning content, stretch assignments, mentors, and projects. The plan is actionable, not a generic recommendation to take a leadership course.
When the agent identifies a readiness gap, it generates a specific development plan matching the gap to available learning content, stretch assignments, mentors, and internal projects. Plans are actionable and tied to your organization's actual resources, not generic recommendations to take a leadership course.
Gloat's AI career path agent maps career trajectories using live workforce data from the Knowledge Graph, not predefined ladders or fixed job levels. The agent recalculates readiness and path options continuously as employees gain new skills, complete projects, or as organizational needs shift. Two people in the same role see different paths based on their individual profiles.
AI-powered readiness scoring that removes guesswork from career progression decisions.