“Rather than head-count cuts, we reallocate,” says VP HR at Coralogix

“AI has shaved the busywork off several roles rather than eliminating the roles themselves,” said Talia Rantser, VP HR at Coralogix. “HR feels the change too, yet most of its job (supporting our employees and our managers, solving problems and more) still needs a human touch.”

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.

Talia Rantser

While Ranster stated the company has “fewer planned hires for repetitive support or data-entry roles,” she added that it is practicing the “redeployment of existing staff into customer-success or analytics positions now that AI covers Tier-1 tasks,” as well as “an incremental net-new roles in data science and internal AI enablement.”

You can read the entire interview below.

Company name: Coralogix
Your name and title: Talia Rantser, VP HR
Names of founders and upper management: Ariel Assaraf (CEO & Co-founder), Yoni Farin (CTO & Co-founder), Matt Handler (President & COO), Eran Hadad (CFO), and Ron Davidi (CRO)
Year of founding: 2015
Investment stage: Series D
Total investment to date: $238 Million raised
Field of activity: Data and Cloud
Number of employees: 500 worldwide as of Spring 2025.
Office location: Headquarters: Menachem Begin 156, Ramat Gan (Tel Aviv area), Israel.
Global offices: Tel Aviv and Ramat Gan (HQ), Boston and San Francisco (US), Dublin (Ireland), London (UK), Gurgaon and Bangalore (India), Berlin (Germany), Bucharest (Romania).
Number of open positions: 56 roles across Engineering, Sales, Customer Success, Product, Security and G&A.

On a scale of 1-10, how much does the AI revolution disrupt your company operation in general, and the HR department specifically?

6

AI affects us a lot, about 8 out of 10 for the whole company and 6 out of 10 for HR. That’s good news: it speeds up our work and frees people to focus on more interesting tasks, but HR still needs real people for coaching, culture, and employee care and support. Every team now uses AI helpers: developers get code suggestions, support sees ticket answers, marketing drafts content in seconds, so daily work is faster and cheaper. HR feels the change too, yet most of its job (supporting our employees and our managers, solving problems and more) still needs a human touch.

What interesting AI tools do you and your staff use in employee management/recruitment?

We rely on an AI hiring system that quickly reads CVs, hides names to cut bias, and books interviews for us. Inside the company, another bot handles HR FAQs, while simple dashboards flag if a team’s morale drops. Generative AI also drafts job ads, training slides, and policy updates that we edit.

In which roles or tasks within your company has AI already begun to replace human labor (if at all)?

We haven’t laid anyone off for AI, but first-pass résumé screening, basic support-ticket replies, routine HR data pulls, and boilerplate code generation now run autonomously, freeing coordinators, agents, analysts, and junior devs to tackle higher-value work such as proactive candidate engagement, complex customer escalations, storytelling with data, and architectural coding. In other words, AI has shaved the busywork off several roles rather than eliminating the roles themselves.

What are the two major challenges you are coping with these days?

First, upskilling the entire workforce, HR included, to collaborate effectively (and ethically) with fast-moving AI while assuring employees their careers still have a future.

Second, safeguarding well-being and retention in the wake of simultaneous macro headwinds (funding pullbacks, inflation) and local stresses (reserve duty, security concerns), which demand a constant balance of empathy, transparency, and creative non-monetary engagement levers.

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?

The October 2023 conflict pulled about one in ten Israeli staff into reserve service, forced rapid remote-work pivots, and left lingering emotional strain and sporadic relocation requests. HR responded with emergency workload shifting, mental-health counselors, flexible schedules, and an always-open communication line, measures we’re still running because security alerts and personal trauma haven’t vanished.

Have you made changes to your workforce following the increased use of AI tools, both in terms of headcount and internal shifts between departments?

Rather than head-count cuts, we reallocate: fewer planned hires for repetitive support or data-entry roles, redeployment of existing staff into customer-success or analytics positions now that AI covers Tier-1 tasks, and incremental net-new roles in data science and internal AI enablement. Upskilling budgets have grown, not shrunk, because redeploying people is cheaper, and kinder, than replacing them.

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?

The venture slowdown pushed us (and every company on the face of the earth) from hyper-growth to “smart growth”, hiring only where revenue justifies it, lengthening requisition approvals, and steering some net-new seats to cost-effective regions (India for engineering support, the US for customer-facing roles) to diversify geopolitical risk and payroll exposure. We maintain contingency models so we can pause or accelerate recruiting quarter-by-quarter without whiplash.

Do you estimate that in 2025–2026 you will increase or decrease the number of personnel? Explain why.

By the end of 2026, we estimate to see a concentration of personnel in AI-heavy R&D, product, and go-to-market teams. AI efficiencies and cautious budgeting preclude a hiring spree, yet demand for our observability platform and geographic expansion still require more staff than we have today.