Rippling is a great investment 8/10
Use Cases and Deployment Scope
I am the Human Resources Coordinator for the organization. While the software has IT and Financial features, the organization only utizlies the HR functionality of the software. We have since switched our corporate cards to the Rippling Finance/Cards, but most of our usage is strictly HR functions only.
Pros
- Payroll processing
- Job and pay changes
- Calculating retropay
- Reviews/feedback
- Expenses/Reimbursements
- Training/education
- Helpdesk/Customer support
Cons
- Password resets - admins should be able to reset passwords for users
- Reporting - i can pull the same report twice and get two completely different outputs
- Less dependency on AI. The Rippling on the Road 2026 felt like an AI positive brainwashing session. It felt like we were being forced to learn about/utilize AI functionality within the software. We need to depend on computers less as a society. Its dumbing us as a civilization.
Likelihood to Recommend
Rippling is extremely user friendly an allows our employees to help themselves in a lot of areas that previously required HR team assistance. Three areas I feel are not well suited for our organization is the inability to reset passwords manually, allocation of hours, and the software's inability to spot a rehire with a new application. We have several associates who moonlight/pick up shifts at other locations. This is infrequent so it woudn't make sense to allocate a percentage of their time to the properties where they're moonlighting. When we manually allocate those hours to the receiving property, the allocations do not take effect on the back end for our accounting department. It's creating a lot of journal entries and back-end corrections in our Accounting software. When it comes to applications, we have a new Director of Talent Acquisition who is not familiar with every previously-hired associate. This has caused duplication of profiles when we rehire an associate. If the DoTA isn't familiar with the associate and hires them in the "talent" portion of the website, it creates a new profile for them rather than recognizing their duplicated information (such as SSN or passport number). This has caused us to end up with dupliate profiles for several rehires. The system is very tech-y it should allow us to either merge the profiles or cause a notification/error to alert the hiring person that this associate/new hire is a rehire. Our previous software (UKG) was able to do this.