Top 10 AI Tools Every HR Professional in Israel Should Know in 2025

Israeli HR teams should treat 2025 as the year to move from manual hiring chores to strategic talent work: SHRM's 2025 Talent Trends shows 43% of organizations now use AI in HR and that recruiting leads the charge - tools already draft 66% of job descriptions and screen 44% of resumes - clearing time for relationship-building and candidate engagement rather than admin.

Workday's HR trends for 2025 warns that AI will reimagine the employee experience while elevating “human skills” like empathy and creativity, and industry analysts (Josh Bersin) flag intense pressure from CEOs and CFOs to boost productivity through automation.

The practical response in Israel is governance plus upskilling: established guidelines, role-based training, and quick wins in sourcing and onboarding. For focused upskilling, consider Nucamp's AI Essentials for Work bootcamp to learn prompt-writing and tool use across HR workflows so teams can safely turn routine tasks into strategic talent conversations.

Field	Details
Bootcamp	AI Essentials for Work
Description	Gain practical AI skills for any workplace; learn AI tools, prompt writing, and apply AI across business functions.
Length	15 Weeks
Courses	AI at Work: Foundations; Writing AI Prompts; Job Based Practical AI Skills
Cost	$3,582 (early bird); $3,942 afterwards - paid in 18 monthly payments, first due at registration
Syllabus	AI Essentials for Work bootcamp syllabus
Register	Register for AI Essentials for Work bootcamp

“Times and conditions change so rapidly that we must keep our aim constantly focused on the future.”

Selection for Israel's Top 10 tools followed a practical, compliance-first playbook: start with a clear HR technology requirements list to drive adoption and avoid impulse buys, then score vendors on core HRIS features (payroll, time & attendance, onboarding, analytics), integrations and product velocity, security/compliance, and local fit - language, payroll rules and data residency needs for Israeli teams.

Demos and stakeholder trials were weighted heavily to test real workflows and speed of implementation, while automation potential (onboarding, PTO, payroll inquiries) and training resources were used as tie-breakers.

Sources that informed the approach include Lattice's HR software checklist on building a requirements list and demos and AIHR's hands-on HRIS features guide for technical must-haves; for Israeli practitioners, add localisation checks such as English/Hebrew prompts and regional workflows before procurement.

The result is a shortlist optimized for fast adoption, legal safety, and measurable time-savings for HR teams in Israel.

“Walking into a sales call without a solid list of requirements is like going grocery shopping while you're starving - you'll throw anything in the cart.”

Paradox's Olivia is a mobile-first conversational hiring assistant that turns texts and chat into real progress - automating screening, text‑to‑apply flows, interview scheduling (often within 10 minutes), offer creation and onboarding so Israeli HR teams can replace admin churn with candidate-facing relationship work; the platform also ships with localization, accessibility and fairness controls and supports 100+ languages, making it straightforward to add Hebrew/English prompts and regional compliance checks.

For teams using Workday or SAP SuccessFactors the two‑way integrations mean Olivia can slot into existing HRIS workflows, while client outcomes are vivid: a 58% decrease in time‑to‑apply and major retailers reporting massive labor savings (7‑Eleven stores saved 40,000 hours per week), proof that conversational automation scales for frontline hiring.

Practical next steps for Israel: pilot Paradox's Conversational ATS on one high‑volume role, measure completion and time‑to‑fill, and use Josh Bersin's market analysis to judge vendor fit and governance needs - see Paradox's product details and Bersin's write‑up for deeper reading.

“Paradox is the first solution that really knew how to do high volume recruitment; it's been a game changer for us.”

Eightfold's Talent Intelligence Platform is a strong fit for Israeli HR teams aiming to turn skills data into internal mobility and reskilling programs: the platform combines AI-driven skills mapping, bias‑mitigating algorithms and diversity reporting to surface candidates and internal matches fast, and it plugs into major HR systems (Workday, SAP SuccessFactors, Greenhouse) already used by large local employers; see the detailed product overview on Eightfold TrustRadius reviews and product overview.

Recent product advances - agentic features like an AI Interviewer that autonomously engages candidates, plus a “Digital Twin” that captures employee knowledge across systems - are positioned to speed onboarding and make career-path recommendations continuously, which matters when scaling teams across Israel's distributed R&D and frontline sites (the company highlights global reach and multilingual support at its Cultivate 2025 announcement: Eightfold Cultivate 2025 Talent Advantage announcement).

Practical takeaway: pilot Eightfold on one business unit to measure talent rediscovery, internal moves and time‑to‑productivity - if the Digital Twin works as advertised, institutional knowledge becomes searchable like a living resume rather than a closed inbox.

Feature	Representative score (TrustRadius)
Existing skills mapping	7.7
Bias‑mitigating algorithms	7.7
Diversity reporting	7.5
Internal mobility recommendations	5.7

“With Digital Twin, we're honoring that human wisdom by making it visible, accessible, and enduring. It's a lot more than about understanding work - it's about elevating the people who do it,” said Ashutosh Garg, Co‑CEO and Co‑founder of Eightfold AI.

SeekOut is a powerful fit for Israeli HR teams that need to move from reactive posting to proactive market mapping: its agentic AI and semantic search let recruiters scan 800M+ public profiles, 40M+ technical profiles and even surface patents, GitHub contributions and security‑cleared candidates to find rare skills fast, while Workspaces and Recruit Assist turn a plain job brief into precise search criteria and personalized outreach.

The platform's Diversity Filters and Bias Reducer Mode make it straightforward to build inclusive pipelines and measure representation across talent pools - useful when benchmarking local hiring against global markets - while SeekOut Spot pairs AI agents with expert recruiters to deliver qualified candidate slates in days.

For teams focused on fairness and measurable outcomes, start by testing SeekOut's diversity sourcing workflow and semantic intelligence; see SeekOut's resources on building diverse pipelines and the product overview to plan a pilot that turns hidden talent into hires without adding headcount.

“76% of job seekers report that a diverse workforce is an important factor when evaluating companies and job offers.” - Glassdoor Diversity and Inclusion Workplace Survey

Reejig brings task‑level, ethical talent AI to the problem Israeli HR teams care about most in 2025: seeing work clearly enough to redesign roles, plan reskilling, and match people to AI-enabled tasks - what the company calls its Work Ontology® and Opportunity Marketplace - so that automation is targeted and workforce activation follows, not precedes, strategy; explore Reejig's product pages for its promise to “re‑engineer jobs” and optimize human–AI allocation (Reejig Work Ontology product page), and read the recent coverage showing how Reejig has mapped work “like Google mapped the internet” to give leaders task‑level visibility for AI transformation (Coverage of Reejig's task-level intelligence in HJ News); for Israeli buyers this means a practical playbook - pilot Work Ontology on a key R&D or frontline function, compare results with local talent‑market tools (see Tel Aviv‑based competitors such as Gloat), and use Reejig's Opportunity Marketplace to surface internal gigs and reskilling paths so scarce skills become visible and redeployable rather than lost.

Field	Detail
Founded	2019
Headquarters	Sydney, Australia
Total raised	$27.28M (Series B)
Core capabilities	Work Ontology®, Ethical Talent AI, Opportunity Marketplace (find, mobilize, reskill, upskill)

“You can't lead an AI transformation if you can't see the work itself. Too many organizations are making AI decisions based on incomplete or outdated data, risking wasted investment and misaligned priorities.”

Betterworks is a practical fit for Israeli HR teams that need to turn strategy into weekly habits: the platform's mantra - “goals you update every week, not every quarter” - isn't just marketing but a usable workflow that keeps OKRs visible in Slack and other tools already used across Israeli offices and distributed R&D teams.

With AI features like Goal Assist, Conversation Assist and Feedback Assist (backed by a private LLM and explicit data protections), Betterworks helps managers write clearer, bias‑reducing goals, surface reliable evidence in reviews, and free time for real coaching - a vital “so what?” for local teams juggling high‑velocity product cycles and mandatory compliance checks.

Integrations with Slack, Jira and common HR systems make automated progress signals practical for Hebrew/English teams, and the vendor's emphasis on explainable, human‑in‑the‑loop recommendations means procurement and legal teams can demand transparency during pilots.

For Israeli buyers, a quick win is running a single‑unit pilot to prove weekly check‑ins lift alignment and cut review prep time; the results usually turn abstract strategy into visible, measurable momentum.

Feature	Why it matters for Israel (practical)
Goal Assist / AI recommendations	Helps craft clear OKRs in Hebrew/English and reduces manager time spent on goal-writing
Integrations (Slack, Jira, HRIS)	Keeps goals in the flow of work used by distributed Israeli teams
Security & private LLM	Explainable AI and data controls ease compliance and procurement reviews

“Everyone from the receptionist up to me and my goals are aligned. Everybody - no exceptions. I can't manage the organization without Betterworks.”

Leapsome packages 360° feedback, continuous engagement surveys, goal OKRs and personalized learning paths into a single, modular suite that suits Israel's bilingual, distributed orgs - from Tel Aviv product teams to field‑based frontline staff - by keeping reviews in the flow of work via Slack/Teams and calendar integrations while automating prompts and templates for peer, manager and direct‑report input; the platform's AI review assistant helps summarize feedback and suggest phrasing, and its visible “praise wall” and meeting tools turn annual paperwork into actionable, coachable moments that managers actually use.

For procurement-minded teams, note that pricing can start as low as $8/user/month with a 14‑day trial and Leapsome advertises broad integrations and security (GDPR, ISO 27001), making it straightforward to pilot a single unit in Hebrew and English and measure participation, feedback quality and learning uptake - see the detailed Leapsome review and feature comparison for implementation pointers and checklist items.

Feature	Detail (source)
360° feedback	Yes - built into Reviews module (Leapsome review - features & pricing (PeopleManagingPeople))
Integrations	75+ integrations (Slack, Teams, Jira, HRIS) to keep reviews in the flow of work (Leapsome vs Culture Amp - integrations and security comparison)
Pricing & trial	From $8/user/month; 14‑day free trial (Leapsome review - features & pricing (PeopleManagingPeople))
Security & compliance	GDPR, ISO 27001 noted in vendor comparisons (Leapsome vs Culture Amp - GDPR & ISO 27001 security notes)
Best fit	Scaling startups & mid‑sized tech orgs needing modular performance, L&D and engagement

Gloat's AI‑powered Talent Marketplace makes internal mobility practical for Israeli HR teams by turning skills, aspirations and short‑term projects into one searchable ecosystem that surfaces internal candidates, learning paths, mentorships and gigs - helping organisations redeploy talent faster and reduce external hiring costs.

The platform's matching engine links career pathing to on‑the‑job development, so learning becomes practice (not just courses), and leaders gain real‑time talent market intelligence to plan reskilling and strategic redeployments; see the product overview on the Gloat Talent Marketplace product overview page for core features and the company's Gloat customer success stories for measured outcomes.

For Israel's mixed R&D and frontline landscape a quick pilot can reveal hidden skills, surface internal slates for hard‑to‑fill roles, and democratise access to growth opportunities - a vivid payoff is the same employee moving from a learning module to a billable project in days rather than months, turning training into tangible capacity.

Customer impact	Result (reported)
Schneider Electric	200,000+ unlocked hours; $15,000,000 productivity savings
Seagate	$1.4M saved within 4 months (and larger ROI case studies)
Mastercard	900,000+ unlocked hours

“The talent marketplace has saved us millions in contractor spend and helped us provide an opportunity for our people to grow.”

For Israeli HR teams balancing bilingual workstreams and distributed R&D squads, Lattice is a practical choice for turning performance data into action: the platform blends continuous feedback, 1:1s and customizable review cycles with people analytics and career tools (Lattice Grow Individual Development Plans (IDPs) page: Lattice Grow Individual Development Plans (IDPs)).

Adoption is eased by strong integrations - Slack, Workday and popular productivity tools - so Hebrew/English teams can keep reviews and OKRs inside the flow of work without duplicating admin (Lattice integrations with Slack, Workday, and other productivity tools).

Recent engagement upgrades add AI-powered Key Driver Analysis and comment trends that compress insight generation from weeks to a few clicks, making it easier to turn survey results into localized action plans (Lattice AI-powered Engagement updates and Key Driver Analysis blog post).

A quick pilot focused on one unit's OKRs plus IDPs typically shows whether Lattice's analytics and coaching prompts will actually move the needle in a fast-moving Israeli context.

Feature	Why it matters for Israeli HR
Continuous feedback & 1:1s	Turns annual reviews into ongoing coaching that fits high-velocity teams
Integrations (Slack, Workday)	Keeps goals and reviews in tools Israeli employees already use
Individual Development Plans (Lattice Grow)	Creates clear career paths to reduce churn and map reskilling
AI engagement insights	Key Driver Analysis and comment trends speed decision-making after surveys

“I love that Lattice makes it so our people leaders don't have to hunt for information about their teams. Whether they are having one-on-ones, giving feedback, or engaging in a review cycle, our managers have all the context and information they need at their fingertips thanks to Lattice.”

ChartHop turns the headache of spreadsheets into a single, data‑first command center that Israeli HR teams can actually use: live org charts (with pictures and an animated “time‑travel” slider) keep multi‑office and distributed R&D teams visible, Headcount Planning models drag‑and‑drop scenarios and shows real‑time budget impact, and Compensation tools let managers preview pay changes beside performance and equity data so annual cycles stop eating nights and weekends; see the Headcount Planning module for how visual scenario modeling works ChartHop Headcount Planning module.

For DEI and compliance, ChartHop's DEI reporting guides explain how to build dashboards that track representation, pay and promotion gaps over time and turn numbers into action - essential when comparing Israeli office cohorts or mapping mobility across locations ChartHop DEI reporting guide.

The platform's AI dashboards and integrations consolidate HRIS, ATS and payroll feeds so people ops, finance and managers collaborate from the same live dataset, while SOC 2 Type II controls backstop sensitive pay and demographic views -

“so what?” is simple: faster, fairer headcount and comp decisions that scale as teams in Israel grow or reorganize.

Capability	Why it matters for Israeli HR
Live Org Charts & Map View	Visualize multi‑office teams and role spans; keeps orgs updated without manual PowerPoint work
Headcount Planning	Drag‑and‑drop scenario modeling with real‑time budget impact for collaborative planning
DEI Reporting	Dashboards to track representation, compensation and promotion gaps over time
Security & Integrations	SOC 2 Type II compliance and HRIS/ATS/payroll integrations for secure, unified data

Coworker.ai - positioned as an automated onboarding and organisational‑memory layer - can help Israeli HR teams turn a chaotic first week into a repeatable, secure experience: think automated preboarding that sends offer letters, provisions accounts and devices, and delivers a role‑specific learning path before the new hire's first coffee; a searchable knowledge base that captures tribal know‑how so departing engineers don't take answers with them; and a 24/7 AI assistant that answers routine questions in Hebrew or English and routes complex items to people‑owners.

These are precisely the outcomes HR automation leaders recommend - centralise employee data and self‑service, automate provisioning and compliance checks, and use conversational bots and knowledge centres to speed time‑to‑productivity (see Zendesk's onboarding automation guide and Moveworks' enterprise playbook for practical patterns).

For Israeli buyers, add role‑based Hebrew/English prompt variants and governance training (Nucamp AI Essentials for Work syllabus and prompt guidance) so pilots prove faster onboarding, cleaner audit trails and a warmer human hand where it matters most - coaching, culture and retention.

“WorkBright is powerful… The remote I-9 capability is really a game-changer for HR.”

Quick wins in Israel start small: pilot one high‑volume workflow (recruiting or onboarding), measure time‑to‑fill, candidate sentiment and manager time saved, then scale the playbook - don't buy an all‑in suite on day one.

Compliance callouts matter: require explainability, human‑in‑the‑loop sign‑offs, strong access controls and encryption, and be explicit about candidate notice and data use (candidates are wary of opaque AI decisions).

A practical procurement checklist for Israeli buyers should include smooth HRIS/ATS integrations, Hebrew/English prompt variants, bias‑audit commitments, SOC/GDPR data protections or local residency guidance, pilot SLAs and measurable KPIs, and an upskilling plan so people lead the change.

For concrete steps and frameworks see Centuro Global's HR playbook on AI best practices, and for hands‑on prompt and tool training consider Nucamp's AI Essentials for Work syllabus to prepare HR teams for vendor pilots and governance roles.

Program	Key facts
AI Essentials for Work	15 weeks; courses: AI at Work: Foundations, Writing AI Prompts, Job Based Practical AI Skills; cost: $3,582 early bird - AI Essentials for Work syllabus

AI is a weapon – so use it.