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Introduction
The rapid evolution of artificial intelligence has transformed nearly every business function, and HR is no exception. In today’s workplace, HR leaders must juggle the benefits of AI-driven tools with the need to retain a personal, empathetic approach to employee management. Trullion, a Tel Aviv-based AI-native accounting tech company, offers a compelling example of how to maintain that delicate balance.
In a recent interview with CTech, Ganit Dekel, Global Head of HR at Trullion, shared how her team is navigating the challenges and opportunities presented by AI. From recruitment to internal operations, AI is changing the game—but Trullion remains committed to preserving the human element that powers team culture, creativity, and trust.
Trullion’s HR Strategy in the AI Era — Summary
Founded in 2019 and backed by \$30 million in funding, Trullion is a growth-stage startup operating at the intersection of AI and accounting. With a 95-person workforce and 10 open positions, the company has integrated AI deeply into its processes—not just in product development but within its internal departments, including HR.
Ganit Dekel explains that AI’s influence touches two critical dimensions at Trullion. First, it boosts employee productivity and changes the types of skills needed in the workplace. Second, it transforms how HR operates internally—from sourcing talent with AI-powered tools like LinkedIn and Comeet to performance analytics and policy drafting with AI assistants such as ChatGPT and PeopleGPT.
However, Dekel emphasizes that AI is not replacing human workers. Instead, it’s enhancing productivity by freeing people from repetitive tasks and allowing them to focus on more strategic, creative work. This aligns with Trullion’s HR philosophy: using AI as a supporting layer without diminishing the value of human judgment.
Challenges persist. Trullion is navigating a rapidly evolving talent landscape while supporting staff impacted by the ongoing security situation in Israel. Several employees were called to reserve duty, and the emotional weight of the war has made communication and collaboration more difficult.
Despite these hurdles, Trullion is cautiously optimistic. The company hasn’t reduced headcount due to AI adoption but is shifting how roles are defined. Upskilling, internal mobility, and AI fluency have become hiring priorities. While market uncertainty has slowed hiring, the company plans moderate growth through 2025–2026, focused on strategic roles in AI, customer success, and product innovation.
What Undercode Say: Decrypting the AI-Human Balance in HR
The Trullion story isn’t just another AI case study—it’s a lens into how human resources is being rewritten for the 21st century. Let’s break down what this means for HR leaders and startups alike:
1. AI Integration Is Not Optional
Trullion shows us that to stay competitive, companies must embrace AI at every level. But this doesn’t mean blindly replacing jobs—it means intelligently automating low-value tasks to elevate human potential.
2. The Human Element Is a Strategic Asset
Amid all the tech talk, Dekel repeatedly highlights creativity, empathy, and critical thinking. These are not soft skills—they are survival skills in a world where machines can do the rest.
3. Resilience During Crisis
The added layer of regional instability makes Trullion’s story even more compelling. They’re not just managing a digital transformation—they’re doing it while navigating real-world crises, which shows the importance of strong internal communication and emotional intelligence in HR.
4. Shifting Skill Sets & Hiring Filters
Trullion is now hiring for “AI fluency.” This trend is exploding across tech companies. Employees are no longer judged solely on past experience—they need to show adaptability, data literacy, and the ability to collaborate with algorithms.
- AI as an HR Copilot, Not a Pilot
Tools like PeopleGPT and AI policy assistants are used extensively, but always under human supervision. This is the gold standard for AI adoption in HR: use the tools, but don’t hand them the steering wheel.
6. Strategic Workforce Planning Is a Must
In an uncertain economy, growing companies like Trullion must adopt smarter, not faster, scaling strategies. Growth is still on the table—but it’s measured, role-specific, and value-driven.
7. Mental Health Is a Frontline Concern
With ongoing security tensions, Trullion’s approach to flexible support and transparency sets an example. It’s not enough to offer mental health benefits—you have to actively manage well-being during high-stress periods.
In sum, Trullion is mapping a practical route forward: a tech-powered HR system that never forgets the people it serves.
✅ Fact Checker Results
🤖 AI tools are used, not replacing workers – Verified via CTech interview
🌍 Security crisis in Israel impacted workforce – Confirmed by leadership testimony
📉 No layoffs from AI, only role shifts – Supported by official HR response
🔮 Prediction
As AI tools become even more sophisticated, HR departments like Trullion’s will expand their scope from operational support to strategic AI governance. In 2025–2026, we expect a surge in hybrid HR
References:
Reported By: calcalistechcom_a2e21c0f7d25227b9000b2ce
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