"We wanted our employees to be empowered to collaborate and drive their own skills and careers, to prepare them for the world both within and also beyond HSBC, developing confidence, curiosity, and competency."

"There are platforms that are very capable, but the user experience is not where it needs to be. That really affects adoption. Gloat really came out ahead being consumer-grade for our employees and managers?"

"From a people strategy perspective, we asked ‘how do we maximize everyone’s potential?’ And that’s where the concept of the talent marketplace fits in very beautifully."

"We’re giving people a view to the possibilities. To be able to say, these are the skills I have, these are the skills I aspire to build, where in the organization can I go using my skills as fuel? That’s much more valuable than having a perfectly planned out linear …

“We’ve seen people apply and be considered for work that they’ve never heard about. They’re seeing and being seen and that’s a huge employee engagement driver. And now on the other side of it, on the demand side of it, we’ve seen work owners now accessing talent that they never …

"Gloat will allow FAB to break down silos across the organization and provide employees with an actionable, diverse, and personalized career climbing wall designed around their ambitions, enabling growth opportunities beyond a job description."

"We have 5000 people at Spark. All of these people could potentially move internally. While this hasn’t been done at scale previously, there is now a burning platform to make the most out of the talent already in the business, both in terms of retaining skills, but also in terms …

"With Unlocked [powered by Gloat], we can collaborate across regions, uncover new ideas, and challenge assumptions. [Gloat] is allowing us to open up the boundaries of our teams and expand our talent reach–to ultimately grow and develop with each other."

"Our employees take ownership of their careers, and our business creates value and drives innovation for our customers."

"The NPS we track through the system is at 60, which is really an all-time high, and the employees really love it."

“The benefit of the talent marketplace has been the fact that opportunities are more democratized. People are able to put their hands up for opportunities that before they just wouldn't have seen.”

"Right from TVS Motor’s inception, there has been a saying that the group believes in “making ordinary people extraordinary”. And the way talent management practices have evolved in TVS as a group is very different from the cliched way of looking at talent management."

"We had to think about more impactful, more up-to-date, more contemporary ways that would encourage our employees to grow their skills and meet our future needs."

"First and foremost, anyone using a talent marketplace will be immediately able to discover hidden talent --candidates and skills they didn't know existed. And they'll be able to experience how diverse, valuable, and capable these discovered candidates are."

"COVID has opened up a whole different way to look at our workforce, our workplace, how we engage, and how we collaborate. COVID is telling us that there is a way to really exponentially change engagement."