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Introduction
The rise of artificial intelligence is more than just a technological shift—it’s a profound change in how businesses operate, how teams collaborate, and how companies envision the future of work. For mid-sized tech companies like Kaltura, AI is not simply enhancing existing systems—it’s redefining them. This article dives into how Kaltura is using AI to reshape its operations, particularly in the HR domain. From boosting productivity and employee engagement to reskilling staff for an AI-driven future, the transformation is both strategic and deeply human.
the Original
Kaltura, a leader in AI-driven video solutions for large enterprises, is undergoing a significant internal transformation thanks to artificial intelligence. According to Adi Hendler, Director of Learning and Development, AI hasn’t replaced human roles at Kaltura—it’s reshaping them.
The company, founded in 2006 and listed on NASDAQ with a \$1.2 billion IPO valuation, now operates with over 700 employees globally. AI plays a pivotal role in enhancing day-to-day operations, from streamlining product development cycles to transforming human resources. Tasks that once took weeks now take days, while automation handles repetitive work, freeing up teams to focus on creative and high-value initiatives.
For HR specifically, AI brings more than just efficiency. It’s now central to personalizing onboarding, identifying skill gaps, and supporting continuous learning. The company uses Microsoft 365 Co-Pilot, Juno Journey, and Growth Space to improve employee management and recruitment. AI tools help reduce hiring bias, anticipate retention risks, and deliver data-driven decisions.
While some entry-level tasks—especially in junior development—are being affected by automation, Kaltura’s approach emphasizes upskilling rather than job cuts. AI “leaders” are emerging internally, taking on new responsibilities while existing team members evolve into in-house experts. Departments across the organization are now collaborating with HR to integrate AI tools in ways that are both scalable and ethical.
Kaltura’s workforce has also had to navigate challenges stemming from the war in Israel, with 10% of its Israeli staff called to reserve duty. In response, the company rolled out dedicated support programs, maintained a culture of empathy, and emphasized unity over politics.
In terms of future planning, Kaltura doesn’t foresee major headcount changes through 2026. Instead, the focus remains on empowering existing staff, boosting internal mobility, and ensuring that AI enhances—not disrupts—the organization’s culture and capabilities.
What Undercode Say:
Kaltura’s integration of AI into HR and operations is a model worth examining, particularly for other mid-sized tech firms. Rather than treating AI as a workforce disruptor, the company views it as a workforce enabler—a subtle but essential shift in mindset.
From an analytical standpoint, Kaltura’s strategy is built on four core pillars:
1. Cultural Alignment
AI adoption is framed not just as a tech upgrade, but as a cultural evolution. This is vital. Companies that push tech without addressing the human impact often face resistance. Kaltura’s commitment to employee wellbeing during conflict times further strengthens this culture-first stance.
2. Internal Upskilling Over External Hiring
Appointing in-house “AI leaders” rather than importing new talent is a smart move. It ensures that institutional knowledge is preserved while tech capabilities expand. This also fosters loyalty and boosts morale, especially as many tech firms face hiring freezes.
3. Strategic AI Use in HR
By embedding AI into hiring, learning, and employee retention, Kaltura elevates HR from a functional role to a strategic one. Tools like Growth Space and Juno Journey allow for data-backed decisions that align with long-term goals.
4. Controlled AI Disruption
Kaltura admits that some junior roles are seeing automation impacts—but instead of mass layoffs, the company prioritizes redeployment. This soft-landing strategy for affected roles is becoming a best practice in ethical AI integration.
From a broader industry lens, Kaltura is showing what “responsible AI” can look like in action. Its measured pace, internal alignment, and emphasis on ethics set a valuable precedent. The decision to embed a VP of Corporate AI into the HR leadership team shows a deep understanding of AI as both a technological and human issue.
For companies navigating AI disruption, Kaltura offers an instructive playbook:
Start with internal capability building
Avoid sudden structural shifts
Use AI to empower, not replace
Keep employee wellbeing central
Fact Checker Results ✅✅✅
✅ Kaltura is a public company, listed on Nasdaq since 2021 with a \$1.2B IPO valuation
✅ It employs over 700 people worldwide, with a strong presence in Israel, NYC, London, and Singapore
✅ AI tools like Microsoft 365 Co-Pilot and Juno Journey are actively used in HR operations
Prediction 🔮
Between 2025 and 2026, Kaltura will likely evolve into a benchmark company for AI-HR integration in the mid-tech sector. Expect to see more of its workforce adopt hybrid roles that combine technical skills with emotional intelligence. As AI tools become more embedded, the company may also transition toward a flatter, more agile structure—with AI leads acting as cross-functional catalysts. Retention rates and internal mobility will rise as employees feel supported and future-ready, positioning Kaltura as a talent magnet in a highly competitive market.
References:
Reported By: calcalistechcom_e4490125236642c9eda32988
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