Be’er Sheva-based mobility startup CaPow is showing how startups can adopt artificial intelligence in HR without sacrificing the human side of leadership. Founded in 2018 and currently in its Series A stage with $23 million raised, CaPow is integrating AI to handle tedious tasks—while keeping creativity and decision-making firmly in human hands.
At the heart of this transformation is Ilana Ginzburg Vaknin, CaPow’s head of HR. She explained that the company uses AI tools to streamline CV screening, analyze employee engagement metrics, and reduce administrative overhead. “AI allows our HR team to focus on what really matters—strategic growth and people,” she said. Importantly, no roles have been eliminated. Instead, AI supports the team by removing friction from repetitive workflows.
With a lean team of 35 and three open positions, CaPow is also eyeing expansion into the U.S. market while continuing to base its R&D operations in Israel.
HR Leaders Lead AI Adoption, Even Without Companywide Strategies
CaPow’s story is part of a broader shift among Israeli tech companies: HR professionals are often ahead of the curve when it comes to AI adoption. According to Microsoft and LinkedIn’s latest Work Trend Index, 75% of knowledge workers now use AI tools—and nearly half started doing so within the last six months.
But there’s a catch. While 79% of executives agree AI is crucial for competitiveness, 60% admit they don’t have a clear strategy to implement it. This has led to a “Bring Your Own AI” trend, with 78% of professionals relying on personal AI tools rather than waiting for company-sanctioned solutions.
CaPow’s use of AI in HR functions like screening and engagement analysis illustrates how teams are adapting on their own, often outpacing formal organizational strategies. It highlights the growing need for companies to provide a framework that bridges experimentation and enterprise-scale deployment.
Israel’s AI Workforce Faces Unique Security and Talent Hurdles
AI talent is now seen as mission-critical in Israel’s high-tech ecosystem—but the landscape is anything but simple. A survey by Afeka College found that 55% of Israeli tech managers rank AI skills as their top hiring priority. Yet nearly half of tech employees now work outside the country, raising alarms about the long-term health of Israel’s domestic talent pipeline.
Layered onto this are regional security concerns. Mental resilience is becoming a key skill for employees working under ongoing conflict conditions. HR leaders must not only recruit top-tier AI talent but also support staff navigating uncertainty and stress, adding another level of complexity to already evolving roles.
AI Skills Now Essential, But Most Companies Won’t Train You
Perhaps the most pressing challenge isn’t just hiring talent with AI skills—it’s the widening gap between job demands and workforce preparedness. A growing number of business leaders—66%, according to research—say they won’t hire candidates who lack AI fluency. Yet only 25% of employers plan to invest in AI training for current staff.
This disconnect is especially stark as AI reshapes entire roles, especially those involving routine tasks. The Bank of Israel has already warned of possible job displacement in sectors vulnerable to automation.
Companies like ForSight Robotics are now actively seeking candidates who aren’t just familiar with AI—they expect them to build the future of it. The result? A widening opportunity gap between those with access to AI upskilling and those without.
CaPow offers a counterexample: a small, nimble startup actively integrating AI into everyday processes without eliminating jobs or abandoning its human-first culture. It’s a blueprint other companies might do well to follow—if they want to keep pace without losing people in the process.
