HR in the AI era
Here’s how CodeValue is embracing the AI era to transform its HR operations
The AI revolution is noticeably influencing the workflows at CodeValue, especially the recruitment processes.
“There is definitely an increased expectation that processes will become more efficient, results will be delivered faster, and the outcomes will be more professional and in-depth due to the use of AI tools,” explained Carmit Gilon Halev, Head of People & Business Excellence at CodeValue.
CTech’s "HR in the AI Era" series explores how the AI revolution is impacting the workforce across Israeli high-tech companies. In this series, we uncover the effects (both personal and professional) that this technology shift has had on Startup Nation.
“It has significantly reduced work time on the development side and improved efficiency across various processes, roles, and departments within the company. Specifically, it has enhanced, innovated, and streamlined our recruitment processes,” Gilon Halev added.
You can read the entire interview below.
Company name: CodeValue
Your name and title: Carmit Gilon Halev, Head of People & Business Excellence
Names of founders and upper management: Tali Shem Tov (CEO & Co-owner)
Year of founding: 2010
Investment stage: N/A (acquired in 2020 by Ayal Zylberman and Tali Shem Tov)
Total investment to date: N/A
Field of activity: Software Development
Number of employees: 400 people globally
Office location: Israel (Herzliya), Romania and Bulgaria
Number of open positions: 15
On a scale of 1-10, how much does the AI revolution disrupt your company operation in general, and the HR department specifically?
8
How so?
The AI revolution is noticeably influencing our operations, especially in how we manage recruitment processes. While our core business involves developing AI-based solutions for clients, we also integrate AI tools into our internal HR workflows to improve efficiency and consistency.
What interesting AI tools do you and your staff use in employee management/recruitment?
We use several built-in AI tools within our recruitment and HR platforms to enhance employee management and hiring processes. For example, we use AI features to generate customized job descriptions, suggest relevant pre-screening questions based on job requirements, and create interview questions and scorecards. We also utilize AI to generate personalized email templates for communicating with candidates. These tools help us save time, improve consistency, and support more structured and data-driven hiring decisions.
In which roles or tasks within your company has AI already begun to replace human labor (if at all)?
AI has not yet replaced human labor in a way that has led to role elimination or employment termination in our company. However, it has significantly reduced work time on the development side and improved efficiency across various processes, roles, and departments within the company. Specifically, it has enhanced, innovated, and streamlined our recruitment processes.
What are the two major challenges you are coping with these days?
The challenges we are facing, particularly in the HR field, are primarily related to identifying strong and talented candidates on one hand, and ensuring they pass our rigorous technical screening process, which is challenging due to our nature as a specialized company with high standards. Additionally, being a services company rather than a product company, we sometimes face difficulties in attracting talent, as some candidates prefer product-based roles. Moreover, the long security clearance processes for defense organizations further complicates the situation.
Have you experienced workforce-related challenges due to the war, and are you still feeling the impact of the security situation on your human resources?
In the first months of the war, we faced some challenges due to the recruitment of critical personnel to reserve duty, which required us to quickly compensate for gaps in the projects we lead for our clients. However, as a long-established company that has undergone many changes over the years – and given that we operate in the Middle East, and in Israel in particular – we are experienced in navigating such situations. Today, our HR situation is stable, and the security situation no longer directly affects our workforce. That said, it still presents some business-related challenges.
Have you made changes to your workforce following the increased use of AI tools, both in terms of headcount and internal shifts between departments?
No, we haven’t made any changes to team sizes or staffing overall. However, there is definitely an increased expectation that processes will become more efficient, results will be delivered faster, and the outcomes will be more professional and in-depth due to the use of AI tools.
How does the global market uncertainty affect your workforce, in terms of employee numbers or departmental reallocations? Are you scaling your workforce up or down in different regions around the world?
In principle, we are in a growth phase and actively seeking additional talent for our company. We are not downsizing at the moment, except in cases where there is dissatisfaction with an employee’s professionalism, performance, or alignment with suitable projects. Currently, the global market uncertainty has not had an impact on our workforce.
Do you estimate that in 2025–2026 you will increase or decrease the number of personnel? Explain why.
We will definitely increase our headcount. The demand for our experts – as a company specializing in modern software development and, in particular, in the field of Generative AI – is continuously growing.
