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Rippling charges companies on a monthly subscription basis. Rippling is a premium priced solution compared to their peers, often charging $20-27 PEPM for the Core HR features and another $5-10 PEPM for their IT management features.
In addition to the software fees, implementing Rippling will require a one-time implementation fee. Rippling will charge ~ 5-15% of the annual software fees for their implementation fees (i.e., $5-15K implementation fee on a $100K annual purchase)
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Payroll is at the core of Rippling's employee management system. Every company that signs up with Rippling also purchases their payroll management services.
Rippling's payroll services include all of the expected payroll management features, such as: unlimited payroll processing, filing of payroll taxes, integrations with time tracking tools, PTO balances and 401K providers and deductions from benefit platforms.
Rippling's payroll software streamlines the payroll process for small businesses, in part, due to their unique single database architecture which ensures that data in the employee management platform is constantly in sync.
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Rippling's Core HR platform, called Unity, comes built in with a benefits administration module. The Benefits Administration module allows users to enroll in employee benefits during open enrollment and onboarding. Rippling support most health insurance carrier feeds and gives users access to HSAs (health savings accounts), FSAs (flex spending accounts) and commuter benefits.
Rippling's benefits administration platform feeds right into Rippling payroll and automatically deducts a user's employee benefits from their payroll. Rippling is broker agnostic, but can also serve as a health insurance broker, if a company needs those services.
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Rippling offers a cutting edge approach to new hire onboarding. Employee data is collected or imported from the applicant tracking system and is immediately converted into the employee management system.
While most systems can collect new hire paper work - such as W4s and I-9s, the Rippling system goes a step further by also supporting device management. This is a unique feature from Rippling and something that is really only seen in single sign on platforms, like Okta.
This device management feature allows the new hire onboarding process to include the process of ordering new computers for employees, having those shipped to an employee's address and it allows for full-service app management. App management allows an employee's new system to be auto populated with their business apps.
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At the system's core, Rippling's HR software is supposed to serve as the single source of truth for all employee data. Providing a single HR software platform for all employee needs helps to drive employee engagement because users can take control of their data and take actions on their own, such as requesting time off or updating their demographic data
Rippling also offers a full suite of time & attendance tracking tools. Having Rippling's time tracking tools built right into payroll management allows small businesses to process payroll without having to track down hours worked, shifts missed and overtime.
Rippling can serve as the Core HR system for most SMB businesses while integrating with a company's preferred talent management tools to extend the functionality of the system. The timekeeping tools are not robust enough for blue collar workforces and the ATS that Rippling offers is a white-labeled version of a 3rd party system (Hiring Thing).
Rippling was founded in 2016 by Parker Conrad, the former founder and CEO of Zenefits. Zenefits was once the hottest platform in the HRIS industry before a sequence of scandals, which led to Parker Conrad leaving the company.
Many of the Zenefits lessons learned have been put into practice at Rippling, as they've continued to build sleek, integration-centric technology for small and medium-sized businesses.
Rippling is now one of the fastest growing and most valuable private companies in the HRIS space and is developing new modules and capabilities quicker than almost any other competitor.
Rippling an SMB HRIS, which means the system works best for companies with less than 300 employees. SMB solutions are designed to cover some, but not all HR needs with some gaps to be filled in by 3rd party solutions. SMB solutions are typically more user-friendly and more modernly designed than other vendors. Additionally, they are typically built with integrations in mind and have open APIs.
SMB solutions typically take about 6-12 weeks to implement and often do not require a great deal of work from an administrator to get started, due to the fact that most of the system is not configurable. SMB solutions tend to have limited rules engines and custom workflow tools, which can limit how scalable they can be.
