“Rather than downsizing, we're actually hiring multiple new roles to grow this AI-focused team,” says DoorLoop’s VP of HR | CTech

“Every department is actively exploring how AI can streamline workflows, enhance decision-making, and unlock new levels of efficiency – and HR is no exception,” said Anat Keidar, VP HR at DoorLoop. “The revolution is here, and we’re committed to embracing it thoughtfully – balancing innovation with intention.”

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.

“We see AI not as a replacement for people, but as a powerful enabler. We’re not reducing headcount due to AI; instead, we’re rethinking how certain roles might evolve,” she added. “The result is not less human capital, but more empowered human capital – with time, tools, and focus to drive meaningful outcomes.”

You can read the entire interview below.

Company name: DoorLoop Your name and title: Anat Keidar, VP HR Names of founders and upper management: Ori Tamuz (CEO), Itay Gardi (CTO), Adam Goldbruch (CFO), Nate Causey (COO), Agatha Asch (CMO), Noam Grebel (CPO), Dani Romain (CSO), Anat Keidar (VP HR), Katie Wilson (VP CX) and Yotam Fefferman (VP Growth) Founders: David Bitton, Matt Cave, Ori Tamuz, Itay Gardi and Adam Mait Year of founding: 2021 Investment stage: Round B Total investment to date: $130M Field of activity: PropTech Number of employees: 200 Office location: Tel Aviv, Miami and NYC Number of open positions: 25

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

This quarter, all eyes are on AI across DoorLoop. Every department is actively exploring how AI can streamline workflows, enhance decision-making, and unlock new levels of efficiency – and HR is no exception.

In the People team, we’re firmly in exploration mode. We're dedicating time and resources to understanding which AI tools can meaningfully support our operations, without compromising quality or the human touch. Our primary focus right now is using AI to optimize our hiring capabilities – from smarter candidate sourcing to automating early-stage screenings and improving decision analytics.

The revolution is here, and we’re committed to embracing it thoughtfully – balancing innovation with intention.

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

We use ChatGPT regularly for content creation, policy drafts, and brainstorming within the HR team.

We’ve also started implementing Juicebox, an AI-powered sourcing tool that helps generate candidate leads based on specific job criteria. It’s particularly useful for critical and hard-to-fill roles. The tool is currently being embedded into our workflows and is expected to reduce time-to-hire significantly.

Additionally, we use Notion AI across the company to build and maintain a dynamic knowledge base. It supports everything from onboarding to cross-functional collaboration, helping us streamline documentation and ensure easy access to information company-wide.

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

At DoorLoop, we see AI not as a replacement for people, but as a powerful enabler. We’re not reducing headcount due to AI; instead, we’re rethinking how certain roles might evolve. As automation and intelligent tools take over more repetitive or manual tasks, we’re focusing on reskilling and upskilling our teams to take on more strategic, creative, and high-impact responsibilities.

For example, in HR, AI might support initial resume screening or workflow automation – but the human side of interviewing, culture-building, and decision-making remains irreplaceable. We're starting to explore how existing roles – especially in operations and recruiting – can be redefined to take full advantage of these technologies.

The result is not less human capital, but more empowered human capital – with time, tools, and focus to drive meaningful outcomes.

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

- Managing global growth while maintaining a strong, unified culture across multiple offices.

- Adapting internal processes and workforce capabilities in line with rapid AI-driven changes in our industry.

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?

We navigated the war period by continuing to recruit, even interviewing reservists and hiring an employee from Gaza during the War.

From a recruitment standpoint, we haven’t experienced major setbacks, but naturally, we remain sensitive and supportive toward employees impacted by the broader situation.

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

We recently transitioned one of our future squads into a dedicated AI squad to accelerate our investment in this space. This move reflects our commitment to embedding AI more deeply into our product and operations. Rather than downsizing, we're actually hiring multiple new roles to grow this AI-focused team, including positions in data engineering, machine learning, and AI product management.

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?

We're currently growing across all our main locations (Tel Aviv, Miami, NYC), though cautiously and strategically.

Market uncertainty reinforces our focus on efficiency and cross-functional collaboration, but it hasn’t led to downsizing or reallocations so far.

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

Yes – we currently have 25 open positions.

What is your bottom line on this topic?

We're committed to leveraging AI thoughtfully to support our teams, empower our people, and scale our impact. At the same time, we’re deeply invested in maintaining a human-first approach to HR.