"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 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."

"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."

"We saw that having a talent marketplace was a wonderful way to enable us to talk more broadly about development through every lens, and obviously Gloat is a massive part of that for us.We saw that having a talent marketplace was a wonderful way to enable us to talk more …

"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."

"Our mission at Schneider Electric is to ensure that Life Is On for everyone. This promise extends to our own employees, offering them various opportunities for growth within Schneider."

"We always said the employee is empowered to drive their own career but for a long time, we weren't actually enabling it. And that's where Gloat's talent marketplace has really helped us. Now we're able to put our money where our mouth is."

"It’s so heartwarming. It makes you feel like you're making a difference in your company, and unleashing the potential of people."

"The Talent Marketplace is an opportunity to evolve talent practices. It helps us break bureaucracy and silos. It makes the process of applying for career experiences, more democratic, more self-service, and more agile."

“We are starting to see careers a climbing walls, instead of vertical ladders, that enable employee agency while strengthening skills within the company.”

"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."

"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."

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

"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."