Rippling is an employee management platform for everything between onboarding and offboarding. They stand out for having a very appealing UI, with design that we find soothing to the eye. They also offer PEO services that you can keep track of through the platform.
Ratings
Ease of Use
Best For
Key Differentiator
Price
Free Trial
PROS
- All-in-one platform for employee management + PEO services offered, and even a suite of other IT products
- With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
- Operates globally with any currency
- Workflow automation
- Analytics opportunities
- Provides a holistic view of company outflows—headcount costs included
CONS
- Total buy-in to Rippling is essential
- Very SMB-oriented, in case you’re a larger company.
- New features tend to be buggy in ways that tech teams are not accustomed to fixing
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Rippling is a relatively new player in the HR tools market, with a focus on helping SMBs manage HR and IT in one solution. They focus specifically on businesses with less than 2,000 employees.
An interesting thing about them is that they are very vocal about trying to make their software easy-to-use and intuitive not just for HR professionals and recruiters, but for the CEO, IT staff, and any team member that will interact with the product.
For example, recruiters are able to get into the tool and see all the necessary HR information related to their profile that they need to consult sometimes. For example, download their pay stubs, consult PTO, number of sick days, or even check out who’s off when.
Rippling started with offering core HR, payroll, and benefit management tools with a strong focus on automation. In 2022, however, they incorporated many new modules to their offering, like time and attendance, talent management, learning management, even licensed PEO services, and then a full global payroll suite by the end of the year.
Their global payroll offering, which includes many ways to manage an international payroll (including EOR), is one of the best products in the category. They handle all aspects of paying people overseas instead of aggregating outside services from third-party providers, which is new in the space, at least in 2023. Aside from a demo of this new part of the platform, we interviewed several users of the tool, and have found the experiences are overwhelmingly positive.
They now also have an IT cloud product, for app and device management. As with the HR side of it, it was always supposed to be a very self-service approach. Rippling’s products are meant to be something that you can sign up for and get cracking within a few minutes, with no long meetings or training sessions, at least after you’ve gotten a custom quote from their team.
As to the look and feel, it is exactly what you'd expect from a silicon valley-based startup, with a modern UI and eye-catching design that’s been interesting to watch evolve over the years since we first came across Rippling.
Notably, and finally, they also have over 500 integrations with everything from Slack to Github.
I used Rippling as a consultant hired by an organization to solve their HRIS (or lack of) problem. I was involved in the procurement process from the start through training the trainers.
We set up payroll, employee self-service, benefits, onboarding, and trainings. It was a system where we could use it to its fullest and meet the needs of the end user and executives.
It was easy enough to use whereas I was able to train leaders who weren't exactly tech savvy to use the program.
It is a great solution for a small business who wants the functions and features of a HRIS system, without the need to spend for an enterprise-level system. The system is intuitive and easy to use even for those not tech savvy. I enjoyed the reporting and analytics features, especially the dashboards.
From March 2025 through September 2025, I worked with a small resort property as a consultant. One of my initiatives was to source and implement an HRIS system. Leaders wanted a one-stop-shop including employee self-service, payroll, timekeeping, performance management, etc.
Previously they were working off of spreadsheets and ad-hoc programs that didn't integrate with each other. I reviewed a variety of programs and platforms. Many of the programs I reviewed were more enterprise-level and didn't fit the budget they were looking for.
Rippling was quickly identified as a solution which met their needs, budget, and scalability.
I can see how it could be limiting for larger teams and organizations. With the platform, I would have liked to see more customization options. There always seems to be a price hike or hidden add-ons which can get pricey if you don't watch it.
Our employees didn't have any IT support; rather customer service was for administrators. I was left having to figure out tech issues on behalf of the employees.
It is a user-friendly platform for small businesses, which I think are its main customers. Overall, there were more pros than cons with Rippling, and alongside the positive reviews, we felt we were in good hands.
Cost and budget are key. There is a base product and then other features are added as modules, like benefits and recruiting, which can add up. You want to have your wants and needs outlined before you start exploring programs so you can get a good picture of what solution is best for you.
Rippling sales reps have a variety of options and solutions available and were quick to engage and help. Make sure it fits your needs before jumping in.
I can't say, as I didn’t use Rippling for more than a few months.
Rippling is a good fit for small businesses.
Rippling is not a good fit for large enterprise-level organizations, and those who do not have anyone dedicated to implementing from start to finish.
We use our Rippling account daily. It is our timekeeping tool, which our hourly employees use to clock in and clock out each day, and they generally do not have any issues with this process. Rippling is where we manage PTO and other time-off requests.
We regularly check our recruiting profiles for updates on applicants and to see where we are in the hiring process. Whenever we conduct performance reviews or issue disciplinary write-ups, Rippling is our source for that documentation. We are in the system biweekly for payroll.
- We like the competitive pricing of Rippling compared to other HCMs.
- The representatives at Rippling have always been kind and have made us feel supported in finding solutions when needed.
- Payroll through Rippling is generally a smooth process.
Rippling offered a more affordable and structured payroll solution for our mid-sized company. We needed a more advanced payroll system that could provide access to clean workflows, detailed reporting, and organized recruiting pipelines.
Rippling offers strong automation within payroll, especially when employees use timecards. Their workflows are more intuitive than those I have worked with on other HCMs. The recruiting tools have been easy to use, and we were able to integrate multiple hiring platforms into Rippling Recruiting.
The pain points we have experienced with Rippling include inconsistent customer service and frequent outages—often when we are finalizing payroll, which is a major concern. On that note, Rippling generally communicates well during these outages.
I have used Rippling for three years.
- The time it takes to receive help after submitting a ticket can be frustrating.
- Rippling’s AI chat feature is not helpful.
- There have been instances where we received two separate answers to the same question, including questions about payroll compliance, which should not occur.
- Some of the features need improvement and feel underdeveloped, such as the time-off calendar, which needs more customization options.
Rippling feels more advanced than some other HCMs we have used, such as Paycom, which only communicates via email, unlike Rippling, which offers a real-time chat feature. Rippling has easy-to-use employee profiles that allow for strong customization.
Consider which tools you actually need within an HCM. Evaluate the number of employees you have, as certain systems are better suited for larger companies. Make sure the system you choose can grow with your company, if applicable.
We have noticed an improvement in response time when submitting tickets over the past year. Recently, they updated the menu layout and refreshed the dashboard to make it more user-friendly.
Rippling is great for small to mid-sized companies with multi-state payroll and multiple employee classifications.
Rippling is a tech-forward HCM that is constantly advancing, and companies with basic needs may not benefit from the advanced technology and AI automations, which could leave them frustrated, confused, and overpaying.
I used Rippling frequently as an HR administrator, accessing the platform daily to manage personnel data and support HR operations.
Much of my time in the system was focused on maintaining employee records, assisting staff with system access, and guiding them through self-service workflows.
Rippling was used to route employee requests to the appropriate managers or departments, ensuring approvals followed the correct reporting structure.
I also supported workflows related to employee information changes, such as address updates, tax elections, and direct deposit details, some of which required review or approval by payroll or finance.
The platform served as a centralized space for onboarding tasks and ongoing employee data management.
Rippling offers a user-friendly employee self-service experience, allowing staff to update personal information, submit requests, and complete tasks through the mobile app, which helps reduce the administrative burden on HR.
The platform was accessible for employees with varying levels of technical comfort, making it easier for a nonprofit transitioning from paper-based processes to adopt a digital system.
Rippling’s interface is clean and modern, which made it easier to navigate menus and locate basic HR information compared to more cluttered or outdated systems.
My organization selected Rippling to centralize employee data and move away from fragmented or paper-based HR processes.
As a small nonprofit, the goal was to implement a platform that was functional without being overly complex, allowing HR to manage records while offering employees access to basic self-service features.
Rippling provided a single location for core personnel information and supported common HR tasks such as requests and employee data updates. From an employee perspective, the system was accessible through both web and mobile platforms, which supported usability across varying levels of technical comfort.
I personally used Rippling as an HR administrator for approximately 30 days, during which time it aligned with the organization’s immediate needs and scale. My experience reflects use within a limited configuration rather than a fully built-out enterprise implementation.
From an administrator's perspective, certain workflows and settings were not immediately intuitive, and locating specific functions sometimes required additional exploration compared to other HRIS platforms I’ve used.
The version of Rippling used by the organization felt fairly basic, and functionality appeared limited depending on the selected package, which may not meet the needs of organizations seeking more robust or layered HR capabilities.
There was limited visibility into built-in user guides or onboarding resources, and notification effectiveness seemed highly dependent on configuration, which could impact timely approvals if not carefully set up.
Compared to other HRIS platforms I’ve used, such as Paycom, Kronos, and ADP, Rippling felt more streamlined and basic in its interface and overall functionality.
While this simplicity can work well for smaller organizations, especially those transitioning from paper-based processes, it offered fewer layers and visual tools than some competing systems.
Other platforms I’ve used provided more interactive dashboards, quick links, and real-time notifications, which can be helpful for both administrators and employees managing frequent requests.
Rippling’s effectiveness appeared highly dependent on how it was configured and which modules were selected, which may limit flexibility for organizations seeking a more robust, all-in-one solution.
I tend to prefer platforms with more intuitive, visually driven interfaces and stronger automated reminders, as these features can significantly reduce administrative workload, particularly in lean HR environments.
When selecting an HRIS like Rippling, organizations should consider their size, internal HR resources, and how much system complexity they actually need.
Smaller or nonprofit organizations may benefit from a more streamlined platform that supports core HR functions without overwhelming users or budgets.
Buyers should evaluate administrator usability, employee self-service capabilities, and how configurable workflows and notifications are based on organizational structure.
Understanding which modules are included and how easily the system can scale over time is important before making a long-term investment.
My direct experience with Rippling was relatively short, so I did not personally observe major platform changes or feature evolutions during that period.
From my perspective, the system appeared stable and already configured to meet the organization’s existing HR needs at the time of use.
Rippling is well suited for organizations looking to centralize core HR information and streamline basic administrative processes in a single platform.
It can be a strong fit for smaller or growing organizations, including nonprofits, that need reliable HR functionality without requiring a highly complex or visually intensive interface.
Rippling may be less suitable for organizations that require highly complex, deeply layered HR workflows or a more visually driven and customizable user interface out of the box.
Based on my experience, organizations with very large or highly complex workforces that rely heavily on advanced automation, extensive reporting, or robust approval hierarchies may find other platforms better aligned with those needs.
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Rippling has always been about catering to the SMB market, who value having easy to use tools in a single place where the whole team can access them. Enterprises looking for a more robust platform might find it too simple. We would also argue that, since larger companies are not really their niche, the CS team might not be very used to dealing with larger teams.
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- Manage devices: Among other things, Rippling lets you manage and protect the computers, phones, and tablets that your employees use for their work.
- App management: Another feature that's particular to Rippling is their mission control for work apps. In brief, you can manage users and their access for tools like Slack, Office, Google Workplace, and Dropbox.
Rippling also offers:
- Payroll
- Benefits
- Talent Management
- Time & Attendance
- Automated Onboarding & Offboarding
- PEO
When it comes to integrations, Rippling is one of the leaders in the HR tech space, being able to integrate with over 500 tools. Some of them are Lever, Greenhouse, and Quickbooks, for example.
Rippling starts at $8 per month per user, but the final fee you pay will vary depending on which modules you'd like to use (or if you want the whole platform) and for how many people.
Rippling is a good bet for SMBs that prioritize user experience and would appreciate having most of the HR tools in one platform. They’ve designed the product to be friendly for all the company to use and they have tried to incorporate all the HR tools a regular department would need.
Although they have always been geared towards small and medium-sized businesses, Rippling has consistently been adding new features and modules year on year. For example, their HR offering was basic at first, and now, in 2023, it features everything you’d expect from an ‘all-in-one’ HR platform, such as Benefits, Talent Management, Time & Attendance, and Payroll, making it a fully-fledged HRMS. This continual improvement means that the product is steadily catching on with companies of all sizes, even on the enterprise level.
Typically, Rippling takes around 2 weeks to implement, but times will vary depending on the scope of each project.
Rippling has a Customer Success department, a CSM toolkit, and a help center.
Rippling has an interesting origin story, in big part because they were founded by the former Zenefits CEO and one of its Co-Founders, Parker Conrad, after a somewhat dramatic exit. Conrad co-founded Zenefits in 2012. Part of what inspired him to help create the product was the launch of Barack Obama’s Affordable Care Act and his experience as a cancer patient.
Zenefits became one of the quickest-growing tech startups of its era, getting valued at $4.5 billion within two years of its inception. Since then, it has remained a constant household name in the world of HR software for American SMBs. Even after some controversy.
In 2015, it was reported by Buzzfeed News that the startup had allowed salespeople to sell health insurance that they were unlicensed to sell, since in the US the law requires insurance brokers to be licensed. The company came under heavy scrutiny for failing to enforce these legal requirements, to the point that Conrad had to step down from his role as CEO.
From the ashes, Parker Conrad teamed up with Zenefits’ former director of engineering and founded Rippling. The driving idea was to create a platform that could simplify HR in general through automated workflows. The focus was on going beyond benefits and payroll and touching upon everything that HR is traditionally supposed to do.
Founded in 2016, the product caught on somewhat slower than Conrad’s former project, but they solidly built a name for themselves by orienting their product towards companies with less than 2000 employees.
Rippling secured $1.2B in funding across five rounds, with their latest funding raised on Mar 17, 2023, through a Series E round. The company is backed by 33 investors, with Greenoaks and Empede Capital being the most recent contributors.
To this day, they continue to grow consistently and are considered one of the top players in the HRMS space for SMBs. Also, they now hold their own licenses for insurance services, PEO, and payments. You can consult the exact info on those via their website.
Company HQ
San Francisco, CA
Number of Employees
1290+
Year Founded
2016
Amount Raised
Last raised $250M via series D funding.
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