Rippling
HCM software
Applicant tracking systems (ATS)
Onboarding software
Corporate learning management systems
Training management software
Performance management software
Employer of record (EOR) software
Core HR software
Benefits administration software
Workforce management software
Absence management software
Contractor management software
Contractor payment software
Employee scheduling software
Global employment platforms (GEP)
HR analytics software
HR compliance software
Multi-country payroll software
Payroll software
PEO providers
Time & attendance software
Workforce planning software
Recruiting software
Talent acquisition suites software
Talent management software
Training eLearning software
Employee leave management software
Employee manager software
Employee planner software
Employee training management software
Executive information system software
Farm payroll software
Garage invoicing software
General contractors software
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Payroll management software
Retail manager POS software
Time clock software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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What is Rippling
Rippling is a cloud-based human capital management (HCM) platform that combines core HR with payroll, benefits administration, time tracking, recruiting, and IT device/app management. It targets small to mid-sized organizations that want a single system for employee lifecycle processes, including onboarding and offboarding. The product emphasizes workflow automation across HR and IT and provides modular add-ons for functions such as applicant tracking, learning, and performance management.
Broad HR suite coverage
Rippling supports core HR, payroll, benefits, time & attendance, recruiting/ATS, and additional talent modules within one platform. This breadth can reduce the number of separate systems needed for common HR operations. For organizations comparing HRIS-focused tools versus broader suites, Rippling can cover more end-to-end processes without relying on as many third-party point solutions.
HR and IT unified workflows
The platform links HR events (hire, role change, termination) with IT actions such as provisioning accounts and managing devices. This is useful for companies that want consistent onboarding/offboarding controls across departments. Centralized workflows can improve auditability by keeping task completion and access changes tied to employee records.
Modular configuration and integrations
Rippling is structured as a set of modules that can be enabled as needs expand (for example, adding recruiting, performance, or learning). It also provides integrations to connect with common business applications, which helps when Rippling is not the system of record for every function. This approach supports phased rollouts and reduces the need to replace all HR-related tooling at once.
Complexity from broad scope
Because Rippling spans many HR and IT domains, implementation and ongoing administration can be more involved than narrower HRIS products. Organizations may need dedicated owners to manage permissions, workflows, and module-specific settings. Teams that only need basic HR and PTO tracking may find the platform heavier than required.
Module-based costs and packaging
Key capabilities are typically delivered through separate modules, which can increase total cost as requirements grow. Budgeting can be harder when multiple teams (HR, finance, IT) add functionality over time. Buyers often need careful scoping to avoid paying for overlapping features across modules.
Global coverage varies by country
Multi-country payroll, EOR, and compliance needs differ significantly by jurisdiction, and coverage can vary by country and offering. Companies with complex international structures may still require local providers or additional advisory support for certain locations. Due diligence is needed to confirm supported countries, in-country processing model, and compliance responsibilities.
Plan & Pricing
Pricing model: Modular, pay-as-you-go (per-employee, per-month) with some products that include a monthly base fee. Free tier/trial: See notes below (module free trials and limited-time startup promotion). Example costs (official Rippling site):
- Core HRIS (platform): $8 per employee / month. (official guidance lists core starting at $8 PEPM).
- Platform base fee (minimum monthly platform fee mentioned in Rippling content): $35 per month.
- Global payroll: $32–$35 per employee / month (listed ranges for Global Payroll).
- Employer of Record (EOR): From $499 per employee / month (listed as a starting price for EOR services).
- Contractors (global contractors): From $30 per contractor / month.
- Contractor of Record: From $325 per contractor / month.
- Time & Attendance (T&A): From $2 per employee / month.
- Benefits Administration: From $5 per employee / month. Discounts & promos: Startup promotion: eligible VC-backed startups can receive up to 6 months free on various Rippling products; partner/broker/accountant pricing available via sales. Notes: Rippling’s official Pricing page and product pages describe pricing as modular and that many products are billed per-employee per-month; many advanced modules and global services require custom quotes. Exact final pricing is typically provided via a personalized quote from Rippling sales.
Seller details
Rippling, Inc.
San Francisco, California, USA
2016
Private
https://www.rippling.com
https://x.com/rippling
https://www.linkedin.com/company/rippling/
