• I like how Rippling keeps the organization organized and able to follow the progress of each and every recruit worldwide.
• Rippling allows the organization to track an employee in the system, including all of the required processes such as payroll, time off, benefits, travel, etc.
• Rippling allows us to always stay audit-ready and organized in all of our HR processes.

Our organization bought Rippling about 3 years ago and has slowly been integrating it into the organizational processes. Our organization, albeit small, needed software that would manage the entire recruitment process well and could follow the hired employee through their tenure with the organization. We needed to be organized.

We are also global, and Rippling has excellent abilities with time zones, languages, and features that have the flexibility we needed. A majority of our team is remote, and we needed a tool that could also respond to this.

• Rippling can be intuitive to use, but setting it up and editing your processes is not always intuitive.
• The online Rippling University training and assistance is a great resource. I just wish there was more immediate online support.
• One pet peeve of mine is that I would have to return to the beginning of a recruitment requisition in order to continue to manipulate the file. I could not continue to edit the file. It kept taking me back to my list of requisitions in the recruiting portion.

Rippling is fantastic. Finally, a tool that is more intuitive than the user. Rippling requires you to set up the back office and processes, but once it is done, it's simple to use, user-friendly, and excellent for candidates.

It enables an ongoing conversation that stays relevant to the process and keeps candidates informed. One of the largest complaints candidates make these days is the lack of communication and updates to the process, positive or negative.

Like any tool, you have to buy and install it, but you also have to set it up, train, and expect your team to use it. Use it as the main communication tool for the hiring process, and you will have the most auditable, clear process with no concerns.

It allows a level of transparency into the process for all involved, from the hiring manager to the recruiter to the CEO if one chooses to inquire into the process.

Rippling hasn't evolved much in its interface; however, it has certain AI tools that categorize every applicant against a series of parameters set by the user, so unqualified applicants are eliminated and receive an immediate response after applying.

Rippling U, its training platform, serves as an excellent tool for resources and to learn how to use your tool more efficiently and to its full potential.

Rippling is flexible in the size of the organization it can serve. From 10 hires a year to 100 hires a year or more, it adapts. The manner in which the tool/platform responds will be based on the manner in which you have set it up to respond to your organizational hiring processes.

It is good for all sectors, for small to large/mid-size companies, and for users who are involved in the day-to-day of the hiring process.

• How many features are offered within the system
• The automations that occur between different functions and departments, e.g., new hire triggers that get sent out to all departments to complete their new hire tasks.
• Errors went to almost zero within payroll due to how easy the scheduling, timekeeping, and payroll processes are within Rippling.

Our business was growing and we were looking to combine and streamline several of our functions. We had been looking into HRIS options but we really liked the idea of HR, IT, and Finance all being connected in a single system with Rippling.

We now can handle expense reports, payroll, benefit administration, travel stipends, and device management in one place. We saved time by not having to re-enter information into several different systems. We truly enjoyed how streamlined everything felt with Rippling.

• The price is very steep in order to access all of the features we truly needed
• Our salesperson promised we would have great customer service, but after we signed the contract, it was almost impossible to reach someone. Also, we never had anyone consistent to work with us.
• There was a very big learning curve and it required a lot of staff training.

It connects scheduling, timekeeping, and payroll together, which is sometimes not the case with other payroll admin systems like Gusto. Also, the user experience is much easier with Rippling compared to something like ADP or Workday, which are clunky and corporate feeling.

Think through what offerings are actually needed, because adding on categories like finance and IT makes this software very expensive. I think Rippling is best for businesses around 50-1,500 employees, and if your company is poised for growth, I suggest adopting Rippling sooner rather than later!

Over time, Rippling has really boomed into a larger company that seems to fit well with both small and larger sized businesses. Initially, it felt like it was a small to mid-sized business solution.

I think Rippling can be great for a small but growing business. It also can handle businesses with 1,500-2,000 staff very easily! It's great for a variety of industries as well.

The biggest pro for me as a super admin is the automated IT provisioning, which lets us create Slack and Google Workspace accounts and ship pre-configured laptops the second a new hire signs their offer letter.

I love that it serves as a true global single source of truth, meaning I can run US W2 payroll, manage international EOR employees, and pay global contractors all out of one dashboard.

The custom workflow builder is incredibly powerful, allowing me to set up automated triggers, like notifying IT and finance whenever an employee changes their home address or gets a promotion, without any engineering support.

We brought in Rippling about two years ago when our headcount started pacing ahead of what our fragmented tech stack could handle.

At the time, we were playing a frustrating game of telephone between three different systems: a legacy HRIS for tracking employee data, a separate standalone payroll provider, and a disconnected ticketing system just to get IT to provision a laptop or set up company email. We pulled the trigger because we were scaling fast and losing hours of manual work every time we onboarded or offboarded someone.

The promise of having global payroll, core HRIS, benefits, and device management all wired into one central identity management engine was exactly what we needed to stop the administrative bleeding.

It allowed us to manage our growing W2 team and international contractors without needing to hire two more full-time HR admins.

The modular, a la carte pricing structure can lead to severe sticker shock, because every essential feature from time tracking to basic app provisioning is gated behind an additional per user, per month fee that causes your annual bill to balloon as you scale.

Their customer support can be frustrating when a complex edge case breaks on the backend, often resulting in slow response times and tiered ticketing queues when you need a live person immediately.

The heavy reliance on automated triggers means that if a manager inputs a future-dated promotion or job title change incorrectly, it can prematurely trigger software de-provisioning or incorrect payroll calculations without warning.

The primary difference is that while competitors like Gusto or BambooHR started as payroll or HR databases and tacked on extra features later, Rippling was built from day one as an identity and access management system.

With Gusto, I was still stuck manually ordering laptops, setting up Slack accounts, and using separate platforms like Deel for international hiring, and with BambooHR, the payroll felt like a clunky, disjointed third party add-on.

As a super admin, I heavily prefer Rippling because it unifies HR, IT, and finance into a single dashboard, and being able to offboard an employee in three clicks saves my team dozens of hours of manual work every week.

When buying an all-in-one HRIS like Rippling, your primary evaluation criteria must be cross-departmental integration capabilities, specifically how seamlessly HR data flows into IT provisioning and expense management without manual workarounds.

You also need to look closely at global scalability, ensuring the vendor can natively handle both domestic W2 payroll and international EOR or contractor compliance under one interface as your team expands.

Finally, don't just look at the base price; carefully audit the vendor's modular pricing structure and contract terms, as add-on fees for features like time tracking, performance, or device management can easily double your expected budget as headcount grows.

Rippling has evolved from a basic US payroll and IT provisioning tool into a massive global operational platform. They moved aggressively into international workforce management by launching their own native EOR service and global payroll, eliminating the need for separate systems like Deel.

They have also expanded beyond core HR by launching comprehensive finance modules, including corporate cards, expense tracking, and automated accounts payable.

They have transformed from a sleek startup tool into an all-in-one ecosystem capable of handling a company's entire workforce, IT, and spend management globally.

Rippling is an absolute home run for rapidly scaling startups and mid-sized companies (roughly 20 to 500 employees) that operate with a lean HR and IT department. It's specifically built for distributed or remote-first organizations that hire a mix of domestic W2 workers, international contractors, and global EOR employees across multiple states and countries.

If your company uses a heavy amount of cloud software (like Slack, Zoom, Jira) and provisions physical corporate laptops, Rippling is the perfect fit. It excels when an organization wants to automate the administrative overlap between HR, IT, and finance to avoid hiring separate administrators just to manage passwords, hardware logistics, and multi-state payroll compliance.