According to G2 ratings, as of April 4th 2025, Fuel50 consistently outperforms Gloat across key metrics:
Fuel50vs
Gloat
9.2
9.4
5.1
9.1
Skill Mapping
Skill Library
Skills Framework
Quality Of Support
7.8
8.3
6.4
8.3
Chat With One of Our Experts
Why choose Fuel50?
Here are areas where Fuel50 outperforms Gloat based on G2's ratings.
Compare Features |
Fuel50 |
Gloat |
|---|---|---|
Fuel50's Key Differentiators |
||
Expert-Curated Skills Ontology (5K+ skills with proficiency descriptions and development actions) |
✅ |
❌ |
EDI (Equity, Diversity, Inclusion) Review of Skills |
✅ |
❌ |
AI-Powered Skills Bridge for Taxonomy Mapping |
✅ |
❌ |
Personalized Career Matching |
✅ |
❌ |
Video-Enhanced Project Marketplace |
✅ |
❌ |
Customizable Development Actions per Skill |
✅ |
❌ |
30+ Pre-Built Reports for Skills Analysis |
✅ |
❌ |
Dynamic Skills Architecture with Market Trends |
✅ |
❌ |
Core Capabilities |
||
Internal Job Posting |
✅ |
✅ |
Career Pathing Visualization |
✅ |
✅ |
Skills Assessment |
✅ |
✅ |
Learning Integration |
✅ |
✅ |
Goal Setting & Tracking |
✅ |
✅ |
Performance Management |
✅ |
✅ |
Performance Management |
✅ |
✅ |
Project Marketplace |
✅ |
✅ |
Fuel50 makes your workforce unstoppable.
Forget gut-feel guesswork — our insights show you exactly what skills your people have (and which ones they need). That means smarter moves, faster growth, and teams built for whatever the future throws at you.
With Fuel50, you’re not just filling roles — you’re fueling careers. Employees get clear paths forward, leaders get data that actually drives strategy, and organizations get agility, retention, and engagement all in one shot.
Join the people-first
skills revolution
Josh Bersin
Global Industry Analyst
Bersin Academy
“What we liked about the Fuel50 approach was that they made the whole internal talent marketplace concept more than just bringing this demand and supply of talent… they actually created really beautiful pathways for people to build their skills.”
Success Stories
Fuel50 is partnered with over 80 industry-leading brands.
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
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The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
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As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
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KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
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With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
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As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
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Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
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NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
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With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
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Fuel50 Analytics highlighted that the number of mentor relationships at RTI International increased by 36 within six months, and 31% of mentors have dedicated 10-20 years of service to RTI International.
Read MoreFuel50
vs
Gloat
Got questions about what sets Fuel50 apart from Gloat? Well, we got answers for you.
Fuel50's platform grows seamlessly with your organization, supporting companies from thousands to over 100,000 employees. Our enterprise-grade architecture and AI-powered capabilities effectively serve both mid-sized companies and global enterprises, while our dedicated customer success team adapts to your evolving needs. From career pathing to talent marketplace functionality, Fuel50 remains a sustainable solution through every stage of your company's growth.
G2 data provides clear metrics on value delivery:
Fuel50 achieves a perfect 10.0/10 for being a good business partner (compared to Gloat's 8.3/10), alongside higher scores in quality of support (9.3/10 vs 8.1/10) and meeting user requirements (8.7/10 vs 8.4/10).
Fuel50's value proposition centers on our expert-driven approach, with a team of I/O psychologists carefully curating our 5,000+ skills ontology. Unlike automated systems with larger but less refined skills databases, each skill in Fuel50 includes detailed proficiency descriptions and developmental actions, providing practical value for workforce development.
Based on G2 comparison data, Fuel50's key differentiators include:
- Expert-curated skills ontology with detailed proficiency descriptions
- EDI (Equity, Diversity, Inclusion) reviews of all skills content by I/O psychology experts
- AI-powered Skills Bridge for advanced taxonomy mapping
- Personalized Career DNA matching
- Video-enhanced project marketplace
- 30+ pre-built reports for skills and impact analysis
Client case studies demonstrate significant business impact:
UCI (University of California, Irvine):
- 50% reduction in attrition
- 4% turnover rate (compared to industry average of 13-15%)
- 74% returning users demonstrating strong engagement
Relayr Group:
- 60% reduction in employee churn
- Significant increase in internal mobility
- Enhanced diversity and inclusion in talent development
KeyBank:
- 60% reduction in employee churn after deployment
- Up to 65% increase in lateral movement
- 35% increase in internal recruitment