Israeli Hr Recruitment Automator

Israeli HR Recruitment Automator

Legal notice

This skill is not legal advice and does not substitute for a licensed Israeli lawyer (עורך דין) or a licensed accountant. It explains published employment-law duties and drafts document text from employer-supplied inputs. It does not decide whether a specific screening question, dismissal, or contract term is lawful in your circumstances, and it does not settle a dispute. Anti-discrimination exposure under the Equal Employment Opportunities Law 1988 and data-protection exposure under the Privacy Protection Law are fact-specific. Have a lawyer review any job advertisement, screening policy, offer letter, or candidate-data policy before you rely on it. The model may err, omit data, or state a wrong conclusion. Any text this skill drafts, including an offer letter, is an automatic draft for your own organisation only. It is not a document drawn by a lawyer, and it is not the statutory notice of employment terms. It is not a substitute for advice that takes account of the particular circumstances and needs of any individual, and any use of its output is the user's sole responsibility.

Instructions

Step 1: Draft Hebrew Job Descriptions Against the Published Requirements

When the user needs to create a job posting, generate a Hebrew job description (teur misra) and check it against the requirements the Equal Employment Opportunities Law 1988 (chok shivyon hizdamnuyot ba'avoda) publishes. Whether a given advertisement is lawful turns on facts this skill does not see.

Anti-discrimination compliance checklist. The job description MUST NOT:

Section 8 is a separate offence from section 2. Section 8(a) requires that a job advertisement state the offer in both masculine and feminine form, singular or plural ("לא יפרסם מודעה בדבר הצעת עבודה ... אלא אם כן הצעת העבודה צויינה בלשון זכר ובלשון נקבה"). This binds the whole ad, not just the job title, so masculine-only verbs, adjectives and pronouns in the body breach it even when the title is written "מפתח/ת". The bundled validator checks only a handful of common title nouns, so read the whole draft yourself for gendered forms; a PASS from the script is not compliance with section 8.

Appearance is NOT an enumerated ground. The word מראה appears nowhere in the Equal Employment Opportunities Law. Height, weight and attractiveness requirements are still bad practice and are attackable as a proxy for an enumerated ground or as a non-occupational requirement, but do not tell a user they violate section 2(a). Disability sits in a different statute, the Equal Rights for Persons with Disabilities Law 1998, and that is the statute to cite for the reasonable-accommodation duty.

Permitted requirements:

• Genuine occupational qualifications (e.g., Hebrew fluency for a Hebrew content role)
• Security clearance where legally required
• Specific professional certifications or licenses
• Physical fitness requirements tied directly to job duties

Job description structure (Hebrew template):

כותרת המשרה: [Title]
חברה: [Company name]
מיקום: [Location]
סוג משרה: [Full-time/Part-time/Hybrid]
תחום: [Field]

תיאור התפקיד:
[2-3 paragraphs about the role, team, and company]

דרישות התפקיד:
- [Requirement 1]
- [Requirement 2]

דרישות רצויות (יתרון):
- [Nice-to-have 1]

מה אנחנו מציעים:
- [Benefit 1]
- [Benefit 2]

להגשת מועמדות: [Application instructions]

Key rules:

• Use gender-neutral language. In Hebrew, use both masculine and feminine forms: "מפתח/ת", "מנהל/ת" or the inclusive plural form
• List "requirements" vs "nice-to-haves" (yitron) separately to avoid discouraging qualified candidates
• Never list age, military unit, or academic institution as a requirement unless it is a genuine occupational qualification
• Include salary range when possible (not legally required but considered best practice)

Consult references/anti-discrimination-law.md for the full legal summary.

Step 2: Post to Israeli Job Boards

After generating the job description, help the user post to Israeli job boards.

Major Israeli job boards (2026):

Do not tell the user an Israeli board has a REST API unless you have opened its documentation in this session. No public API documentation exists for AllJobs, Drushim or JobMaster as of August 2026, only human employer portals. An agent that assumes an API will invent endpoints and field names. Glassdoor no longer operates a separate Israeli property: glassdoor.co.il redirects to glassdoor.com. gethired.co.il no longer resolves at all.

Posting workflow:

1. Adapt the Hebrew job description for each platform's format and character limits
2. For AllJobs: use their structured fields (category, sub-category, region, city)
3. For LinkedIn: create both Hebrew and English versions
4. Set appropriate filters: experience level, job type (misra mle'a / chalkeet), location
5. Track posting IDs for each platform to monitor applications

Posting tips:

• AllJobs and Drushim have peak traffic Sunday-Tuesday
• Post by 9:00 AM Israel time for maximum visibility
• Refresh listings every 7-10 days (most boards penalize stale postings)
• Use AllJobs "hot job" promotion for urgent positions

Step 3: Screen Resumes with Israeli Context

When screening resumes (korot chaim), apply Israeli-specific context to evaluate candidates fairly and accurately.

Military service (sherut tzva'i) interpretation:

IMPORTANT: Never use military service type or unit as a filtering criterion. It is informational context only. Filtering by military unit violates the Equal Employment Opportunities Law.

Do not rank academic institutions. Israeli CVs name research universities, accredited colleges, tech bootcamps and online degrees, and an agent handed a tier table will rank on it. Institution prestige is not a job requirement and ranking on it disadvantages bootcamp graduates and candidates who studied abroad. Treat the institution as context only.

Resume screening best practices:

• Focus on skills and experience, not institution prestige
• Treat bootcamp graduates equally for relevant technical roles
• Account for career gaps due to military reserve duty (miluim), maternity leave, or gap years (common in Israel after army service)
• Hebrew resumes may use different date formats (DD/MM/YYYY)
• Look for relevant volunteer work and side projects, which are common in the Israeli tech ecosystem

Step 4: Schedule Interviews with Israeli Calendar Awareness

Schedule interviews while respecting Israeli holidays, Shabbat, and business customs.

Israeli work week: Sunday through Thursday (yom rishon through yom chamishi). Friday is a short workday for some companies (until 12:00-14:00). Saturday (Shabbat) is a rest day.

Key holidays to avoid (2026):

Scheduling rules:

• Never schedule on Shabbat (Friday evening to Saturday evening)
• Avoid scheduling on holiday eves after 13:00
• Prefer Sunday-Thursday, 09:00-17:00 Israel time (IST/IDT, UTC+2/+3)
• Allow 30-minute buffer for Israeli traffic conditions
• For tech companies: many operate flexible hours, confirm company culture first
• Video interviews: use Israel-friendly platforms (Zoom, Google Meet, Teams)

Step 5: Generate Offer Letters with Mandatory Israeli Clauses

When generating an offer letter (michtav ha'asa'a), include all mandatory employment benefits as required by Israeli labor law.

Mandatory benefits table (2026):

Section 14 waiver (siman 14): Most employers include a Section 14 waiver (ishur klali le-pi siman 14), which means pension contributions count toward severance. This must be explicitly stated in the offer letter. Without it, the employer may owe full severance on top of pension contributions. Critical precondition: Section 14 only releases the employer to the extent actually deposited, from day 1, on the employee's full salary. Two distinct gaps are easy to miss. First, if contributions are delayed (for example through the 6-month new-employee window) or computed on base salary only, the exemption does not cover the uncovered period or the uncovered pay, and the employer stays liable for statutory severance on that part. Second, depositing the mandatory 6% severance component rather than the full 8.33% leaves roughly a quarter of the accrual outside the arrangement, so the employer owes the completion on dismissal. A full release requires depositing 8.33% and saying so in the offer letter.

Never select the Section 14 arrangement for the employer. Present the choice, the deposit precondition (8.33% from day 1 on full salary) and the consequence of each option, then leave the decision to them and their lawyer. Leave line 7 of the offer-letter template unfilled until they answer.

Vacation days (yemei chufsha) minimums by seniority:

Note: years 1-4 were raised from 14 to 16 calendar days by Amendment 15 to the Annual Leave Law (in force since 2017), so all of years 1-5 now accrue 16 calendar days.

Other mandatory terms:

Offer letter structure:

מכתב הצעת עבודה

לכבוד: [Candidate name]
תאריך: [Date]

הרינו שמחים להציע לך את התפקיד [Job title] בחברת [Company name].

פירוט תנאי ההעסקה:

1. תפקיד: [Job title]
2. תאריך תחילת עבודה: [Start date]
3. שכר ברוטו: [Salary] ש"ח לחודש
4. היקף משרה: [Full/Part time]
5. פנסיה: [X]% עובד, [X]% מעסיק
6. קרן השתלמות: [X]% עובד, [X]% מעסיק
7. סעיף 14: [Include Section 14 clause]
8. ימי חופשה: [X] ימים בשנה
9. ימי מחלה: בהתאם לחוק (1.5 ימים לחודש)
10. דמי הבראה: בהתאם לחוק
11. הוצאות נסיעה: [Amount/arrangement]
12. תקופת ניסיון: [X] חודשים
13. תקופת הודעה מוקדמת: [X] ימים

Consult references/mandatory-benefits.md for the complete benefits reference table.

Step 6: Handle Candidate Data Under the Privacy Protection Law

A resume is personal data and a collection of resumes is a database under the Privacy Protection Law (חוק הגנת הפרטיות). The Privacy Protection Authority (הרשות להגנת הפרטיות), a unit of the Ministry of Justice, administers registration, notification and enforcement. Raise the following with the user as employer duties to check; do not deliver a conclusion about their specific setup.

Retention and the section 9 burden of proof pull in opposite directions. Say so. Section 9(a) puts the burden on the employer to prove it did not act contrary to section 2, once an applicant shows they met the conditions or qualifications the employer itself set. In practice the employer's defence IS its screening record: the published requirements, the scoring rubric, the per-candidate scores and the stated reason for rejection. Purpose limitation argues for deleting candidate data; section 9 argues for keeping enough of it to defend a claim. These are not the same material. Advise keeping the decision record (the criteria, the scores, the reason) while disposing of the underlying CV once the recruitment purpose ends, and tell the user to set the period with their lawyer rather than guessing.

Practical rules for the agent:

• Never propose keeping rejected candidates' CVs indefinitely "just in case".
• Never advise deleting the screening decision record on privacy grounds alone. That is the employer's evidence under section 9.
• Never invent a retention period, a subject-count threshold, an amendment number, or an entry-into-force date. These are the details agents most reliably fabricate here. Cite the Authority's page or say you do not know.
• Do not tell an employer they definitely must, or definitely need not, register a database or appoint a privacy protection officer. State that thresholds exist, point at the Authority, and let them check against their own figures.
• Where the answer turns on the employer's data volumes, systems, or sector, route them to a lawyer practising privacy law rather than concluding.

Adjacent duties this skill does NOT draft

Hiring triggers duties beyond the ad, the screening and the offer letter. Read references/adjacent-duties.md and raise the relevant ones with the user. The triggers are: every hire (a written notice of employment terms, a separate statutory document that an offer letter does NOT discharge; sexual-harassment תקנון and ממונה duties), screening (demanding a criminal-record extract is itself prohibited), a non-Israeli candidate (employer permit and work visa), a candidate under 18, a candidate with a disability, scheduling work on the weekly rest day (prohibited without a permit; the 150 / 175 / 200 percent rates price work that is already permitted and do not authorise it), genetic or medical testing, large employers (gender pay-gap reporting), and any sector with a collective agreement or extension order. Never state a deadline, percentage or threshold for these from memory.

Step 7: Run Compliance Checklist

Before finalizing any hiring document, run through this compliance checklist:

Job Description Compliance:

• No gender-specific language (uses inclusive forms)
• No age requirements or preferences
• No marital/parental status references
• No military unit or service type requirements
• No place-of-residence requirement or preference
• Ad is worded in both masculine and feminine form throughout, not only in the title (section 8)
• No ethnicity, religion, or national origin references
• Requirements are genuine occupational qualifications
• "Requirements" and "nice-to-haves" are clearly separated

Offer Letter Compliance:

• Pension terms specified (minimum 6% + 6.5%)
• Section 14 position stated as the employer decided it, not selected by the agent
• Vacation days meet legal minimum for employee's seniority
• Sick days referenced per law
• Convalescence pay (dmei havra'a) mentioned
• Notice period specified
• Start date and probation period defined
• Salary stated as gross (bruto)

Candidate Data Compliance:

• Application route carries a collection notice stating the purpose of collection and who is responsible for the data
• Retention of rejected candidates' CVs is time-bound and justified by a stated purpose
• Separate consent obtained if CVs are kept for future openings
• Registration / DPO thresholds checked against the employer's actual figures rather than assumed

Interview Process Compliance:

• No questions about marital status, children, or pregnancy plans
• No questions about religious observance
• No questions about military unit (may ask about service duration if relevant to experience)
• No questions about ethnicity or country of origin
• Reasonable accommodations offered for candidates with disabilities

Run the compliance checker script for automated validation:

python scripts/job-description-generator.py --validate --input job_description.txt

Examples

Example 1: Create a Hebrew Job Description for a Software Developer

User says: "Write a job posting for a senior full-stack developer at our Tel Aviv startup"

Actions:

1. Gather role details: tech stack, team size, company stage
2. Generate Hebrew job description using the template from Step 1
3. Run anti-discrimination compliance checklist
4. Use gender-neutral language throughout ("מפתח/ת", "מהנדס/ת")
5. Separate requirements from nice-to-haves
6. Include salary range if provided

Result: A Hebrew job description drafted against the Step 1 checklist, for the employer to review, and to have reviewed, before posting.

Example 2: Screen a Batch of Resumes

User says: "I have 50 resumes for a product manager role, help me create a screening framework"

Actions:

1. Define screening criteria based on job requirements (not military unit or institution)
2. Create a scoring rubric: must-haves, nice-to-haves, red flags
3. Account for Israeli-specific resume patterns (army service section, gap years)
4. Flag resumes for phone screening vs rejection with reasons
5. Ensure no candidate is filtered based on protected characteristics

Result: A structured screening framework with a scored shortlist of candidates.

Example 3: Generate an Offer Letter

User says: "Draft an offer letter for a QA engineer, 18,000 NIS gross, starting March 2026"

Actions:

1. Generate offer letter with all mandatory clauses
2. Calculate pension contributions (6% employee = 1,080 NIS, 6.5% employer = 1,170 NIS)
3. Ask the employer whether they are granting a Section 14 release and at what deposit rate; do not choose for them
4. Set vacation days to legal minimum (16 calendar days for years 1-5)
5. Add sick days, convalescence pay, and travel expense terms
6. Set notice period per seniority

Result: A draft offer letter in Hebrew covering the terms listed in Step 5, for the employer to complete and have reviewed. It is not the statutory notice of employment terms; see Adjacent duties.

Example 4: Post to Multiple Job Boards

User says: "Post our DevOps engineer position to AllJobs and LinkedIn"

Actions:

1. Adapt the Hebrew job description for AllJobs format (structured fields)
2. Create an English version for LinkedIn
3. Select appropriate categories and filters on each platform
4. Recommend posting time (Sunday morning for maximum visibility)
5. Provide tracking instructions for monitoring applications

Result: Job posted on both platforms with tracking details.

Bundled Resources

Scripts

• scripts/job-description-generator.py -- Draft Hebrew job descriptions from structured input and flag wording that matches known discriminatory patterns. A clean run is not a compliance result. Run: python scripts/job-description-generator.py --help

References

• references/anti-discrimination-law.md -- Summary of the Equal Employment Opportunities Law 1988 (chok shivyon hizdamnuyot ba'avoda). Lists all protected characteristics, permitted exceptions, enforcement mechanisms, and penalties. Consult when writing job descriptions or screening criteria.
• references/domain-checklist.md -- The coverage contract for this skill: what a complete Israeli hiring workflow must cover, what it should cover, and what is explicitly out of scope with the reasoning. Internal quality anchor; consult when deciding whether a request falls inside this skill's scope.
• references/adjacent-duties.md -- Statutory duties that hiring triggers but this skill does not draft: the written notice of employment terms, sexual-harassment prevention duties, the criminal-record demand prohibition, foreign-worker permits, minors, disability accommodation, rest-day permits, testing, pay-gap reporting, and collective agreements. Consult before telling a user that hiring is complete.
• references/mandatory-benefits.md -- Complete table of mandatory employment benefits in Israel for 2026. Includes pension rates, keren hishtalmut, vacation days by seniority, sick days, convalescence pay, overtime rules, and notice periods. Consult when drafting offer letters or employment terms.

Gotchas

• Israeli job descriptions must use gender-inclusive Hebrew (e.g., "מפתח/ת" not "מפתח"). The Equal Employment Opportunities Law 1988 prohibits gender-specific job postings. Agents may generate masculine-only Hebrew forms.
• Military service type and unit (e.g., 8200, Mamram) must never be used as screening criteria, even though they appear on most Israeli resumes. Filtering by unit violates anti-discrimination law.
• Pension contributions in Israel are mandatory from day 1 (or after 6 months for first-time employees). The minimum is 6% employee + 6.5% employer. Agents may use outdated lower rates from pre-2017 regulations.
• Section 14 (Siman 14) waiver is standard in Israeli tech but must be explicitly stated in the offer letter. Without it, employers owe full severance on top of pension contributions. Agents may omit this critical clause.
• Israeli convalescence pay (dmei havra'a) has a per-day rate that is re-set by extension order roughly every year, usually mid-year, and the order is often published months after the convalescence year it governs. An agent quoting last cycle's rate will understate the entitlement, and the employer owes the difference retroactively. Re-check the rate rather than trusting a figure in a cached document.
• The pension extension order's mandatory severance component is 6%, not 8.33%. Agents routinely state 8.33% as the mandatory employer rate because it is the statutory severance accrual. Both numbers are real and they answer different questions, so an agent that conflates them will either overstate the employer's minimum obligation or wrongly report a Section 14 arrangement as complete.
• A CV is personal data under the Privacy Protection Law. Agents asked to "keep the good ones on file" will happily design indefinite retention, which the purpose-limitation rule does not permit.

Reference Links

Troubleshooting

Error: "Job description flagged for discrimination"

Cause: The description contains language that references a protected characteristic (gender, age, marital status, military unit, etc.) Solution: Review the anti-discrimination checklist in Step 1. Replace specific language with neutral alternatives. Use "mefateach/et" instead of gendered forms. Remove age ranges and military unit references.

Error: "Missing mandatory clause in offer letter"

Cause: The offer letter does not include one or more required employment terms (pension, Section 14, vacation days, sick days, convalescence pay) Solution: Compare against the mandatory benefits table in Step 5 and add the missing clause. Run: python scripts/job-description-generator.py --validate --input offer_letter.txt

Error: "Interview scheduled on Israeli holiday"

Cause: The proposed interview date falls on a holiday or Shabbat Solution: Check the holiday calendar in Step 4. Reschedule to a standard business day (Sunday-Thursday). Avoid holiday eves after 13:00.

Error: "Candidate screened out by protected criterion"

Cause: Resume screening used military unit, academic institution tier, or personal status as a filter Solution: Review Step 3 screening guidelines. Military service and institution are context only, never screening criteria. Focus on skills, experience, and job-relevant qualifications.