Rippling vs SilkRoad Recruiting

• layout and format is sleek and intuitive to use
• it guides the user through the necessary steps needed to perform an action
• org chart is interactive and has multiple ways to view - which is super helpful as a new employee
• the dashboard and to-do list are super helpful - makes me feel at ease knowing that I completed everything I needed to complete

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• The ease of use when it comes to create requisitions from a hiring managers side of things is definitely a positive. It's very much user intuitive and the specifications can be completely customized as to what a company would like to appear within said requisition.
• Candidate correspondence is an absolute breeze as you can custom load templates into the system that can be edited at any time through an administrator in your company instead of having to go through a technical support team on the other side of things.
• Overall, it's a pretty no muss no fuss system to use as there's not a great layer of complication about it and like most things, spaced practice and consistent exposure to it tend to iron out those rough edges. From an administration standpoint, adding in locations and hiring managers is incredibly simplistic along with reporting functionality.
• Candidate folders have come a long way in the system and are much more user friendly at this point than when I began using the system some four years ago. It's very easy to shift candidate profiles between folders and edit on the fly.

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• [The ability to have] any authenticator app can be used for login, not just Google Authenticator.
• [I would like it if it] included a tutorial or walkthrough of the website for new users.
• [There is] a few too many emails so far, [I would like the ability to] auto-set task reminders to monthly, not daily.

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• OpenHire's user roles can create issues depending on how your company's hiring process flows. For example, at one company, the hiring managers were extremely involved in screening candidates yet the system seems very geared towards use of centralized recruiters who distribute candidates. The lack of ability to customize roles and security to match our managers' needs created additional burden on HR as well as frustration from hiring managers.
• I experienced several problems uploading documents to accompany a candidate's offer. There was a limit on the number, size and type of attachments that could be included, and there was no alternative (as vetted with OpenHire) besides sending a separate correspondence to the candidate. I found this to appear unprofessional to the candidate as well as creating an extra step in the process for HR/recruiting.
• The requisition process had a few issues which created inefficiencies in the process. Firstly, for times when you need to post a role confidentially outside of your standard process, there was no way to designate the req as 'confidential'. Instead, you had to use the 'executive' status which created issues (ie: inaccurate data in reporting). Secondly, OpenHire was unable to upload the company directory of emails in the requisition approver fields so rather than being able to select from a drop-down or using a 'smart' field, you had to type each approver's email out manually thus increasing the potential for error and delay in the process.

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• Unsure of how much we paid to use Rippling, but I do know we are paying far less for health insurance with better policies
• Being able to have each employee in the same place for mandatory trainings is easier to keep track of.
• Always super simple to find my 401k contribution and change when needed

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• The cost was very high
• It made managers more involved in the process
• It got managers involved earlier than they had been in the past
• It forced managers to stay involved in their recruiting and not just wait for HR to hire someone

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