Name: Rippling’s AI Showcase: Battle of the Prompts
Uploaded: 2026-05-21T19:16:12.136Z
Duration: 1 h 2 min 36 s
Description: Rippling’s AI Showcase: Battle of the Prompts

Transcript for "Rippling’s AI Showcase: Battle of the Prompts": Hi, everyone. Welcome to the AI Showcase Battle of the Prompts event. I'm Vanessa. I'll be moderating today's event. And before we get started, we wanted to just give folks one minute to join. So in the meantime, we have a little little icebreaker for you all. So in the chat, feel free to drop in what's your dream summer getaway, this year. But, again, thank you all so much for coming, and we'll give everyone a minute. So Bora Bora. Okay. My summer getaway dream trip would be, I think going to Paris with my mom and my sister, little girls trip, would be really fun. But, yeah, drop in what you think in the comments Tahiti, Columbia. Also, if you wanted to share, like, where you're calling from or introduce yourselves, you can also do that in the chat right now as folks are coming on. Everyone here is, I'm I'm sure, interested in AI, but also just what the future of work is gonna look like, which is what this whole event is about. So, it's always nice to connect with other people and attendees, and we wanna give you all the space to do that. So, okay. So it's 02:01. I think we can get started. So, again, hi, everyone. I'm Vanessa, and I wanna do a quick housekeeping check before we dive into the live event. So as a reminder, you can use the chat function on the side to update or comment or just talk to the other attendees. We will also be sharing the recording of this event after it's live, so don't worry if you miss anything. And if you do have any questions about Rippling AI, our product, or just in general, we have people in the chat who will be answering all of your questions. And you can also put stuff in the q and a as well if you have something for the judges. And the agenda today is we are gonna start off with our judges roundtable. And I'm super excited for the incredible speakers that we have from Lumera, former controller at OpenAI, Rippling and Berries. And so it's gonna be an incredible judge panel. We will dive into our AI prompt battle as well. And then we'll do live voting. So you, the audience, will be participating live. And at the end, we will announce our $500 flout flight voucher to whoever, entered into our AI, prompt, challenge that we opened up to the audience. So with that being said, I'm gonna invite our judges to come on live or come on stage. Hi, Soumya. Hi, Vanessa. And I'm gonna join you guys with the Battle of the Prompts background. Okay. So I think we can stop sharing the screen and just do a little introduction of the judges. How are you guys all feeling today? Hey. Ready. Amazing. Thank you so much for joining this live event. I'm really excited to dive in, and for our audience to learn from you all and for you for you guys to see the finalists that we have. So before we get started, I think it makes sense if we do a quick little introduction. So let's go around the table. And if you don't mind sharing just your name, your company, what you do, and, one thing that you've used AI to automate this week to become more human. I can start. Thanks, Vanessa, for having me. I'm super excited to be here. My name is Salmiya. I am a controller turned founder. Fun fact, I was the controller at Rippling and then the controller at OpenAI. And last year, I left OpenAI to start a company to help finance teams use AI. So very topical, very exciting to be here. One thing I did this week was built a Slack bot that talks to NetSuite. And in my very controller, nerdy, kind of happy place, I can talk to a bot in Slack and ask it, what's happened in NetSuite? Can you make this journal for me? And part of it was fun, and part of it was just super practical because it keeps me not having to poke around NetSuite. Amazing. Do you wanna pass it off popcorn to someone else? Yeah. Popcorn over to Vanessa. Hi, everyone. Excited to be here. I'm Vanessa Sarni. I'm the senior director of employee relations and benefits at Berry's. My role is really about supporting employees and leaders through complex people matters and help build programs and processes, you know, that are very people centered and consistent. Man, this week, I've used it a lot. But I say, most recently, I used AI to organize my notes and follow ups, you know, into a clearer action plan. It helped me spot themes faster, which gave me more time to focus on, you know, what the important information actually meant and how to better support employees and leaders. So with that, I'll pass it to James. Alright. Well, I'm James Sorrenti, IT leader and strategist at Ripley IT. I leverage my decades as a leader in the IT support space to connect with the broader IT community and help make Ripley IT be the best that it can be. So I built an AI this week to help my work. I built a Google Sheet connected, calendar visualizer. So the teams that have lists of things with, like, you know, dates on it, and have it visualized as a modular calendar view, to help keep all the work going. Anyone who wants a copy, just message me, LinkedIn, Slack, wherever. I got you. Awesome. And I'll I'll just quickly introduce myself. So I'm Vanessa. I do HR and people storytelling at Rippling. And, one thing I used AI this week to save me time and to be more human is I've been asking AI to summarize all HR related news sources of the day. And it's just one prompt, and it summarizes and finds some of the best and most timely relevant updates in the industry. And I think it's pretty helpful. And yeah. So thank you all for sharing. And, yeah, I'm really excited because this is the first time we're kinda bringing together leaders that sit on different functions in the business from HR, Vanessa, James in IT, and Soumya, you with your expertise in finance. And so I think the purpose of this event is really to, I guess, discover or explore what will the future of work really look like in this age of AI that we're all in. And and so I have a question for the judges, which is from your seat in finance, HR, and IT, what are you seeing h AI actually changing right now, and where should leaders I'm that function start? happy to go. From my seat in HR, you know, AI is helping us make sense of information faster. You know, it can organize notes, questions, and themes so we can see what is coming up more often, whether that is employee confusion, manager support needs, or potential risks. I think leaders should start with the work that takes a lot of time and causes the most friction, like policy questions, benefits questions, documentation, manager guidance, and compliance checks. The real win is not just saving time. It's helping HR respond earlier, be more consistent, and have more time for the people side of the work. It's the stuff that can't be automated, the people stuff. 100%. It's what HR ultimately yeah. I mean, James, it. I'll yeah. I'll I'll take it. On on the IT side, I mean, we see I mean, AI is obviously IT related, you know, but for as IT leaders, they're starting to find that their staff is becoming more competent in the field using it, testing, playing with it. I mean, everyone here is working on this and not everyone here is IT. Right? So what we are thinking to keep an eye on is just how it's being used and what's being used with it. We found in every org I've been with since AI came around is people will start using it whether or not they have permission to. So keeping track of who has licenses and what you're sharing and whether they actually have access, you know, where your data's running in and out, it's probably the the thing people should keep an eye on. But support people's users with their questions and give them licenses, let them play. Yeah. I think in finance, it's actually really similar to what Vanessa said in HR. Even though the domain is different, finance historically and accounting is very like a back office focused function. And a lot of the team just didn't have the time before AI to do anything else. You know, everyone wants to have more time to business partner, but you only get to do that after you've closed the books and have the numbers ready to talk about. And with AI, we're seeing that it actually can take a lot of the what used to be manual work off your plate and free up more of that time for business partnering. And, you know, I think it's win win. People wanted to do that anyway, and now we have the tools to be able to do it. Yeah. Business partnering and, I guess, the people side of work and then for I for IT being more strategic, it sounds like there's almost this intersection of all these functions and what AI is freeing us to do. And so I guess I wanna double down on what that really is, like, tangibly. So could each of you kind of maybe share what you are most excited to double down on in your role and in your function once knowing that as AI and technology evolves very fast, which we are experiencing, is gonna take over that manual work. Like, what are some of those things that you want to work on now? I mean, I'll start there. I mean, I work with community a lot. So actually dealing humans and people is a big part of what I do. But coming from the IT space, I know that there's so much work, I guess, in the way of the human connections. Right? So I look forward to AI freeing us to give us time to work together. And, like, even, like, we have the apps, the calendaring apps, the scheduling stuff, the work the busy work people do all day. It keeps them from coming out to events and things. All the work that AI can just kinda take off our plates so we can build companies and build connections. Yeah. And I hope AI frees HR to be more proactive. A lot of HR work involves gathering information, tracking details, and responding after something's already happened. AI can help with some of those manual work tasks so HR can spot patterns earlier and understand where support is needed. That gives HR more time to coach managers, support employees, build the trust, and prevent issues before they escalate. So to me, the real opportunity is moving from cleanup to prevention. Yeah. I think, on on the finance side, if you think about why we do what we do, we wanna have numbers ready, you know, whenever you need it to make good decisions about what you should do in the business. And historically, we always have this lag, right? You, the month ends, but the numbers are really only ready by, you know, day seven day, ten day, 12. And if you think about it in practical terms, that's, like, half of the next month gone before you actually see the results and are able to make a decision to it. Like, when I was at rippling, I would do these month end, you know, expense review meetings with the marketing team or the sales org on I'm just like, how did the month land for you? And it's so much better to do that, you know, say, by, like, the third of the month instead of the fifteenth of the month. And it's, like, very yes. You're getting work done faster, but the faster actually has a real business benefit because you get to just have more intel when you're making those decisions for the business. So AI feels very real and it's, you know, it's already here and it's it's great. Yeah. I mean, I think it's so interesting to hear from each of your perspectives because you bring in different seats in the business, but then also seeing that there's so many similarities in the the positive impact of what AI can have. And I think there's a lot of fear around AI, and there's a lot of uncertainties for, you know, what is my role? What is my job gonna look like? But I I like how you're all seeing it from the perspective of, like, almost like possibility and seeing that this is freeing you up. So you do have those extra days, Soumya, like you're saying, to really think strategically, and you're not in the your your nose is not in the, like, in the numbers. You're You're looking at the numbers from a bird's eye view, and you're able to then say, okay. This is the best decision for our company. That's because we have data to back that up. So, yeah, I think I think this is nice to hopefully inspire everyone to take a positive angle on what AI can help you to do, and don't be afraid of leaning into it. And so before we jump into the finalist and all of our categories, last question is, what are you hoping to see from our finalists today and their prompts? What do you think is gonna make a prompt or a story from one of the our customers stand out to you? Alright. I'll I'll start here again. I love me a bit of, like, constructive chaos. So you spend all this time building stuff, and you don't know what people are gonna do with it. So seeing where, like, the boots hit the ground on this is, like, gonna be very eye opening because people are building this to save themselves time, make their work better, whatever they're doing, but it's making their lives better. So what's making their workflows better in these weird ways that we need to think of? And how that's gonna help other people do the weird things in their org to just save time, energy, everything. Chaos. Yes. I'm hoping to see prompts that solve real problems, you know, in a practical way. The strongest would make a pain point clear, you know, help someone make a decision, feel useful enough for another team to adopt. And, I guess, from an HR perspective, I'm especially interested in props that help, you know, spot patterns, surface risk, and save time, but without replacing the human judgment. So a great prop probably just doesn't give an answer. It helps the team see what matters and decide what to do next. Yeah. Definitely echo Vanessa and James here. I think the practical usability of the prompts is what's gonna take the cake for me. Part of it is AI is really fun, and you can do a lot of things with it. Many of them cool, but not all of them particularly, like, really usable in day to day. And I'm looking for ones that you can immediately see, oh my gosh. This was the process when I did it manually and look at it automated, and I think seeing that transformation happen in real time is super powerful. So very, very excited to see what. people got. Well, I'm excited too, and I'm excited for you all to see them. So I guess with that being said, let's dive into the to the categories. And so for the audience, we have three categories of prompts, which we selected from over 500 prompts. And these are real prompts that customers from rippling have actually used themselves. So, the first category we're gonna start off with is the insight architects. And so we are saying that insight architect prompts or individuals are those that are pulling together reports and answers in seconds. And usually, this would require a lot of manual configuring and, like, piecing together disconnected, data systems or information to make a report, but inside architects are able to do that fast. So with that being said, our two finalists are Joy Stanton at Ignite Reading and dio Diego Diego Rodriguez at EPIC. So, let's let's dive in. I am Joy Stanton. My company is Ignite Reading, and I am a lead people operations manager. We employ roughly 1,200 part time tutors, and we are always looking to iterate on how to make the tutor life cycle more efficient. This was the first prompt. What's our part time employee resignation rate over the last sixty days? Break it down by month, week, and day. And it gave me some really great data. And then we wanted to look at the full calendar year to see what our attrition rate was for the 2025 calendar year. Let me see where we're at, where we started and where we're at now. This is a really important metric for us, this offer letter sent versus actually started. We do have a larger number of folks who fill out an application, and then we send an offer letter and they ghost us. To pull this on my own, it would probably have taken a week. But overall, after a handful of prompts, you know, probably an hour max, It freed me up to be able to think deeper and to really synthesize and analyze the data to be able to provide a better tutor capacity model than what we currently have. My name is Dilgo Rodriguez. I am the head of finance at EPIC. Understanding how much money we're spending per headcount, how that's changed over time is is a very good starting point on planning for the future. The the quick prompt I came up with was, what is our currently monthly payroll burn rate, and how has it trended over the past six and twelve months? It actually breaks down payroll costs into the the different high level buckets that I want to. Right? So gross pay, employer taxes, and then all the employer benefits. So it's truly every dollar paid for your employee for their salary and all the additional expenses that come with that. And then you actually have a bit of feedback that Rippling AI is gonna provide you. Some high level analysis on all your payroll and all of your benefits. Building the report itself itself and the number of iterations you have to go through until you have the exact kind of format and information you want was definitely a few hours. With Rippling AI, all it took was one prompt in plain English, and, it gave me the information I needed, and I was able to drill down as much as I had to, which was really, really great and and quite impressive, to be honest. So if I wanted to get the same information per department, I could get it. I work off of our accounting and bookkeeping and ERP system. And you do not have that same level of detail or granularity as you do in your actual payroll software. So we do have payroll split by department, but here you can drill down to the individual and it just allows you to do a lot more. Okay. So those were our Inside Architect finalists, and we're gonna drop in the prompts that they put in in the chat. But, yeah, quick thoughts, and then I have a question for James. I think what stood out to me is that with Choice prompt, it made a very complicated people planning problem easier to understand and act on. I mean, a 1,200 tutor workforce, Planning isn't just about the headcount. It's about the attrition, the hiring needs, the offer conversion, you know, the availability, and this really captured the capacity gaps that may be building. So I liked that the AI helped connect those pieces, and it seemed to make the next steps very clear, and it would be easy to share that with leaders. Also, the huge time savings. So I think the value of that prompt specifically was turning that workforce data into a decision, just not another report. Yeah. Honestly, I think both of these are amazing examples, and I'm not at all surprised that they got picked to be finalists. It's just incredible because if you try to do this stuff manually, you just immediately know how much of a painful situation that was. Even running, like, payroll across every country and figuring out, like, the where should which earnings code go is, you know, there's just so much thinking that happens behind the scenes where if you see the final output like this, it almost is, like, too magical. And, yes, it's amazing, but it's so grounded in practically saving a lot of time. And, you know, of course, Rippling is amazing because you have all of this underlying data, so you can click in from the summary it gives you to really tell you what is making up this number. So I I am a big fan of both of these. I I don't know how you guys are gonna vote because I I can't decide. And, James, I know that there these two folks were in finance and HR, but I wanna get your perspective quickly on IT. Like, when the busy work of provisioning or off boarding or access review gets done by AI, what do you what are you seeing the best IT teams doing? The dream. Once the fires that should be predictable are gone, you can get back to the real work to operate more intentionally. You have to look forward and help shape future business processes, especially where it overlaps with tech. When you have time to be in the room, you tend to have more control over your own destiny, and IT is very used to not having that control. And for those leading a team, you have more time for staff development, mentoring, and growing that next cohort of tech leaders. So, yeah, go use that time. Awesome. Okay. Well, let's with that being said, let's let's vote. So, for those in the chat, you can see the prompt in case you missed it there, but we're gonna give folks one minute, and let me just play some music. One minute to vote on our your Insight Architect winner and judge if you can just vote. Okay. Oh, it's a it's it's get it's a little bit close, but it's getting really close. I'm seeing the numbers live. We're gonna we're gonna, delete the the winner or show you the the voting account. But k. Get your votes in twenty seconds. Ten seconds. The prompt disappeared. It should've changed. Okay. We're gonna we're gonna we're gonna we're gonna stop now. Let's let's see who won. Oh my gosh. Wait. It's Joy. So Joy from Ignite Reading, you have won the inside architect category by 57%. So now it's 58%. It was a close tie. So congrats, Joy, and, let's move on to our next category. So next up, we have execution engineers. And so these are the prompts that we're seeing, collapse multi step cross system hour long work into one single AI driven action so teams can focus on what really matters. And so we have Sabrina Kidd, also from Ignite Reading. Ignite Reading was just really passionate about prompts this and we also have Jonah Munoz from Brightwheel who is an IT operations manager, and they're gonna share their prompt for the execution engineer category. So let's check it out. My name is Sabrina Kitt. I am a part of Ignite Reading, and my title is lead director of people operations. During promotion cycles and performance reviews, a lot of times managers will have the halo effect and only really remember the last three or four months of how an employee has been doing. I wanted to be able to find those top performers within our performance review cycle and then also compare their salary to make sure that we're including them in those promotion conversations. I call Rippling AI Ray. I went in to Rae and asked Rae to show me employees who ranked in the top 25% of our performance ratings, but were in the bottom 50% for compensation for their role and tenure. I also asked it to overlay trends such as tenure and last compensation adjustments so we could really identify those high performing individuals who may be at a risk for leaving our organization for better opportunities. Out of our 150 full time salaried employees, 19 are identified as being top performers but in the lower 50% for their salary. 10 of those 19 are over two plus years of tenure. So you're having probably 75 performance reviews to go through. That's probably, I would say, at least a week, if not two weeks worth of work. Within, what, five minutes, I was able to get the results and key employees that I should be having conversations with. It's not always the loudest voice in the room that we need to shine the light on for a promotion. The person shining the light that needs to have their their light shine. My name is John Amounos. I'm the IT operations manager for Brightwheel. Every once in a while, you have to go through the terminated employee user access audit, where you just wanna go back through and, like, make sure your automations are firing off correctly. It's typically staring at one spreadsheet, staring at another one, and looking for points where the names don't match up. It's just really manual. It's kind of a drag. Most IT people don't like doing it. It's like two to three hours depending on, like, how big the app is. Like, all this information lives in RipLink. Why don't we just ask it to compare my user list? So I'm asking it to compare all of our Google Workspace users between what it says our Google Workspace users are listed at versus all active users in Rippling. Anybody who says terminated in Rippling, which is the source of truth of our HRIS, we're cross comparing to make sure that those same users in Google, also show terminated. They're not showing an active account. There's a couple of reasons that could explain why someone could be active, but it's just mistakes happen. We might have to temporarily reactivate someone to, like, get a document or transfer something, and then people just forget to suspend. You just want to make sure that no one slipped through the cracks. No one has more access than they need to after they've been terminated from the company. You just have to be cautious. What happened with Rippling is it pointed out, like, Hey, here's 14 people in Google that, for whatever reason, had been reactivated. Time is the most valuable resource that everyone has. Being able to claim back time from repetitive tasks is the big impact. Okay. So what do we think about the execution engineers? I mean, I liked both of the oh, go ahead, James. I've been in Jonas' shoes, like, so many times. Right? Like, both of them are great. Like, the amount of work that's being saved is is incredible. But even in both of those, there's so much hidden work that's being saved also. Because I know even on the non IT prompts, I've been the one helping pull that data. So it might have been, like, in that five minutes, but it became which was three weeks or whatever it was. There was a tech person on the other side helping pull those reports to fix it. So the amount of hidden work being crushed by this is kind of amazing also. So, yeah, I'm getting some PTSD from what happened to that for compliance. So yes. Yeah. And I liked both of these because they show, you know, how AI can make, you know, the work more proactive and consistent. I mean, Sabrina's, you know, prompts it out because it helps HR identify high performing, you know, low compensated employees who may be a retention risk before it's too late. And then Jonas stood out because it tackles, you know, a critical but easy to miss, unglamorous compliance security workflow, you know, making sure terminated users no longer have access. So both of these prompts really show how valuable AI can be when it's applied to repetitive cross systems work that is, you know, easy to delay. So the real impact really isn't just efficiency. It's making it, you know, the work more consistent, visible, and actionable. So great. Couldn't have said it better. Somia, what do you think? I mean, I think the most oh, go ahead. yeah. Go ahead. No. I was gonna say, you know, on the surface, it looks like very different use cases. But one thing I was kinda thinking is when you have data more readily available and the your mindset around how much you use data to do your work just changes. Right? You are going to pull this data more and, you know, this performance evaluation versus comp project. If you didn't have this data or if this work was so manual that you just thought of it as a mountain of work that it's just not gonna get done, which means you're ultimately doing something suboptimally. And and so to me, it's like you remove the bottlenecks. Like, hands up if you in HR, finance, or IT has been the person that people have to come to to get an answer to a question. And when you start having these bottlenecks across the company, it's just harder to get access to data. Like, you might not get on their radar or you're not the priority that they're working on this week or whatever. Right? And I think this kind of democratizes that access. And, overall, I think it it just empowers everyone to do their work in a way that they might have wanted to from day one, but it was just too hard to do before. It's the it's it's like what you're saying is almost the access to or the hierarchy of information flow is collapsing. Yes. Exactly. You said it way better. No. But it's so it's actually really interesting. And and that hierarchy is collapsing so that, like, now across the company, almost anyone can have access to that data. Even an HR person can get access to IT data that they didn't have before. Or, James, like you're saying, you used to support the non IT prompts or use cases. So it's like everything is almost becoming like, I don't know what the word is, but, Democratized? yeah, which is really interesting because imagine what you can do with this now. You know? And, I mean, they're already doing it. They're identifying the top performers who are underpaid. You know, they're saving so much time, but it's it's interesting what's gonna happen in the future even. Okay. Yeah. Like, I think you could kind of extend this perform sorry. I'm just, So, so have lots this use. case because, like, it's not just performance and comp. Right? You have data around their pulse engagement surveys in the company, so you can kinda now see how is engagement employee engagement translating to performance reviews, or how is their you know? Exactly. I I I don't know on IT, like, how familiar people are here, but, like, you you can run on, like, engagement on IT. Like, Jira data goes into rippling if you have it connected, and you can now think about how much productivity is happening on Jira that you can then tie to engagement. I just think, like, once you open the doors, the possibilities are truly endless, and it's just kind of like you can't stop once you start. I it kinda reminds me too when when we brought on Lance Blair at Liquid Death, he created this automation workflow that identified people who had not taken p d PTO in a certain number of days, and that just revealed who should be pinged or nudged to take some time off because that could also help with their how their what their employee experience is like or just, you know, obviously taking time to rest. And and, like, those are all the the with that simple automation, you're able to get information really easily, and that could probably be done with rippling AI now. But it's like like you're saying, Somya, there's almost infinite cases now. And once you open the box, it's like pick your pick your battle. Yeah. Yeah. Okay. So let's vote then for our where's the voting slide? For our insight or for execution engineers. So, again, the prompts are listed and pinned in the in the chat box, and the poll to vote is in the poll tab. We'll give you all one minute. Okay. We're seeing a good amount of vote. Ten more seconds. Okay. Let's let's let's pull it up. And the winner is oh my god. It's Sabrina. Sabrina, Ignite Reading. Ignite Reading is just taking it. Wow. Okay. Sabrina, congratulations, and I can't wait to see what you also do with all the data that you're collecting on your prompt. And, let's move on to the final category, which is the risk interceptors. So for this one, we are finding prompts that automate risk before it becomes a fire drill. We have two finalists here, Chris, head of operations and finance at partnerships on a partnership on AI, and Colin John, an IT operations manager at Clarity. So let's dive into their prompt. My name is Chris Biel. I am the head of operations and finance at Partnership on AI. This week, I had to verify that our financial controls were going as planned. The painful part is actually pulling reports on all approval logs and then cross referencing all those approval logs to see where there's issues. I went to the Rippling AI, and I asked to please audit all our finance modules for transactions, reimbursements, and bills requests that were automatically approved or self approved. And Rippling AI was able to give me a summary of every item that had failed or processed. So there was 68 total items, and then it categorized them by approval mechanism, by item type. In terms of time saved, it's about five to six hours. Right? Now in two minutes, we have the whole audit report, but then there's much more than that. It's compliance. Before, it we were struggling to make sure that we were filling all the gaps in terms of risk. We need to show trackable items, each transaction as an ID that can be found when tracked, and so it's very, very helpful for us. Rippling AI helped me run a financial controls audit in literal seconds. Alright? And it gave me the data that I needed to be able to close the compliance gaps. My name is Colin, and I'm from Clarity Software. I'm the operations manager. We were facing limited visibility onto the patch compliance across the organization because we have several endpoints with different flavor of operating system. So that was the challenge to provide a single clear view on risk exposure. I have to generate a manual report, and then I have to filter it out based on operating system version and then department level. What we are trying to do now is to generate an executive level touch compliance report for all the endpoints. And this report, at a high level, should include overall patch compliance percentage and then breakdown of endpoints by compliance status and, most importantly, risk categorization based on severity, whether it is critical, high, or medium. And then comes the identification departments. We can see the executive level patch support is already available. It gives a summary of it regarding the number of endpoints and which are compliant and again with the non compliant and also with the percentage. Next comes the compliance breakdown in a tabular form where if you need to copy and paste it in an email or if you want to share it in your weekly update, so this gives top five risk that need to be actioned immediately. And then comes prioritized recommendation, or in other words, this gives a plan of compliance, like how we need to approach these risk, which gives us whether immediate, short term, and medium. Manually, this task would take hours for me to compile the report and put it in a form of an executive level. However, Rippling gave this report in few minutes, and all I need to do is to verify the source of truth, and it took, like, less than two to three minutes to generate the complete report. Security, at the end of the day, is still going to be each and every individual's ownership, but managing security makes things go easy, especially with crippling AI. Okay. So that was our final category. What are some of the quick thoughts on that? Can I just say, James? me. Yes. I'm sorry. up? I I just can't hold it in. I have to interject. You know, like, audits used to be done on a sample basis because there's just too much data to look at. Right? So you essentially say, okay. If I have a thousand things, I'm gonna test 40 and keep my fingers crossed that if on a sample basis, it makes sense, everything is okay. But this just completely changes how you think about compliance and audits because now you can have this, like, real time watching all the things and just tell you what needs to be fixed. I you know, at at this point, it's like finance versus security, and I I don't I genuinely don't know how people are gonna pick because both of them are amazing. But to me, it's like, what is this gonna mean in terms of how people think about audits in general? It's how I I have similar thoughts, which is I'm happy you got ahead because but that's true. How often do I think about audits in general? I think they're gonna think less about the audit and more about the posture. Like, having more data all the time, this has actually come up a few times in our responses, is that we're no longer acting in, like, these weird batch things every three weeks, your end of the month, like, finance review. You're gonna have info you can act on all the time. And therefore, you'll be better, more compliant, more secure, and you're getting more work done but less time, which is just, you know, amazing. Yeah. A 100%. Those were amazing. You know, I think Chris's prompts it out because it makes financial controls more proactive by flagging the approval gaps, you know, before they become the audit issues. And then Colin's prompt stood out because it turns that technical path compliance into clear leadership visibility. So together, I think they really highlighted, you know, in surfacing, you know, expectations, gaps, and weak signals before they become urgent. So really strengthening that accountability instead of replacing it. And the time savings, being able to see that for those audits, you know, is amazing. Do you see another I know that there wasn't a HR specific prompt for the risk interceptor, but, Vanessa, I'm curious on your end. How do you see risk? Or how do you see, like, when AI catches risks for HR? Like, what does that mean for HR as a function? And, like, what are you most excited to focus on when that's taken care of? Yeah. I think the version of HR I'm most excited to build and focus on is one that's, again, I think, like, more proactive and trusted. A lot of HR work, you know, again, can become reactive, and we step in after an employee is already frustrated. You know, a manager is already overwhelmed or a small issue is turned into a bigger risk. So I feel AI can help notice those patterns earlier, like employee concerns that are coming up, managers who may need more support or gaps in a process. So those things don't usually start as fire drills, but they can become one if we miss them. So I think the goal for AI, you know, to not to replace AI HR judgment, you. know, it is to give HR better visibility sooner so we can spend more time coaching leaders, supporting employees, protecting trust, and making fair, thoughtful decisions. So to me, I think that's really the future of AI is, HR is using AI to catch issues earlier while keeping people trust and judgment at the center. So, Mia, I know that you were trying to contain your excitement, which I love. Like, I want you to keep expressing it. Was there anything else you wanted to add? No. I just think it it it just kind of gives you this, you know, sudden window. I guess it's not so sudden, but just seeing them all come together like this is making me see, like, wow. How we think about our businesses and how we run these functions is just fundamentally gonna be way different with these tools available. And, you know, in in finance and HR and IT, we're kind of like stewards of the business for these different functions. And, like, when things go don't go wrong, like, no one really pats you on the back. They kind of just expect nothing to go wrong, and it's it's just this enormous responsibility that you live with. And I think having tools like this helps all of these teams sleep a little more peacefully at night. Yeah. Is it I'm curious from when you were a controller at OpenAI and also Rippling. Like, you're mentioning how this is truly changing the way businesses are run. Would you say, like, when you like, in the past, these weren't just like, this wasn't capable or this wasn't something you could even imagine doing? Like, I I'm just curious about, like, the the different worlds that you're that you've experienced in the workplace too. I think, honestly, the times when I was at Rippling and OpenAI, you're kind of at this, like, hyper growth company. And, you know, you guys are seeing Rippling as a product, and, of course, the people that work there can speak to this also. But inside, there's a lot of, like, just I call it chaos. Maybe there's a friendlier word to say it, but just, new word. new yeah. Like, new things happening all the time. There's not always a process for things, and you're often the first person seeing a problem and figuring what should this process be. And I think because you don't have everything set up for you, a lot of the time of these teams goes into, like, you know, be just, like, heads down on building and building more. And one of my biggest regrets is maybe not being enough of a partner to other teams in the company. Like, some of my best memories at Rippling are partnering with the product team on figuring out, okay, we're about to launch global payroll. How should money move between countries? What does that mean for taxes? And, you know, partnering with the sales team on let me help a prospect, think through their NetSuite integration. Right? And, like, those are the memories that stick with me, you know, four years after leaving the company. The the closing of the book is table stakes. You have to get it right. And I think the the fundamental difference is, you know, we still got the work done and we still did the things we needed to do. It's just like how much time would have been freed up to do the more interesting flavorful parts of the job compared to the day to day of it. Yep. The human to human things and the Yeah. the lacks creative work that can't be automated. Yeah. Okay. Well, I I wanna jump into the final live voting section to before this we close out the event, but it's not over yet. Stay until the end to hear who wins the other grand prize we have. But for now, let's choose our risk interceptor category winner. And, we're gonna give sixty seconds. So get your votes in. Okay. This one is really tight. This one is really tight. This one is really tight. So everyone can get your boat in. Oh my gosh. These are it's just the closest battle. It's really, really close. Okay. Five twenty seconds. Take your final vote in. It's almost six. It's almost tied. Sorry. Please number. Thank you. Stop. Okay. +1 0987651321. The winner is who's the winner? Oh my gosh. It's 50 wait. This. is not it's fifty fifty. It's it's literally 104 it's okay. Wait. This is what do we do? I think we gotta open up the poll again for another twenty seconds. Okay. We're gonna open up again. If you haven't responded, please submit your your prompt or your vote. Five more seconds. If you haven't got your vote in, get your vote in. This is the final this is the final opportunity. Okay. So we've gotten more votes. Wow. So Colin John at Clarity. Seems like you have you have won with 139 votes at fifty two point o 6%. This was definitely the closest run. Wow. Congrats to everyone as well, and we've finished our voting. So thank you all so much. Before people hop off, it's not over yet. I just wanna give a quick notice of how I think that, Soumya, you kinda mentioned this too. But in order to you'd leverage AI in the right way, you really need the right data, and you need the right system to do that. And rippling is I mean, obviously, from all these prompts, they're all run on rippling. But I think the I wanna mention that the difference between our platform is that we are a centralized source source of truth for all your data and all your systems across HR, IT and finance. And so this is really what's empowering you to have a strong AI strategy because it's sitting on top of the employee graph. And so if you're interested in learning about rippling, if you're a customer and you wanna try Rippling AI or if you are new to Rippling and you just wanna learn about the products, learn about AI, you can check out, our platform. There's a button there should be a button that allows you to, have a personalized walk through to see how these prompts could work for your organization and have a one on one consultation on AI. So whether you're in HR, IT, or finance, this could really help you and help you run prompts similar to what we saw today. And with that being said, we also wanna mention that we before this event, we opened up a, opportunity for everyone in the audience to submit an AI prompt, not necessarily for rippling, just any prompts that you're using for a chance to win a $500 flight voucher for summer getaway. And we had quite a few nominations. And so we have selected the winner. And the winner for this contest is, drum roll, please, Anandi Hambrick at Project Hope Boston Inc. And so congratulations, Anandi, if you're on, the live event. And your prompt was a winning prompt because it auto auto generates a complete off boarding audit across devices, finances, compliance, and action items into one page. And so we will actually be sharing all of the prompts, after the event in case you wanna check it out. We also have it in the doc tab on this event, if you wanted to take a look. So congratulations, Anandi. And, last thing we wanted to mention is if you wanted to join our HR community and you're interested in learning more about AI, you can join our community called the Glue, and we'll share information outside of this event as well. But here's the QR code if you wanted to take a look into it. So that's all we have. And, judges, I wanted to say thank you all so much again for taking the time to join the bow of the prompts for this AI showcase, and we really appreciate you sharing your your insights and your perspective. I learned a lot, and I'm really excited to see what the future of work is gonna become. I also wanna open up if you have any other final final words to say. But, again, I wanna say thank you all to the audience, and thank you all to the judges. Yeah. This is so much fun. Yeah. This. really was a lot of fun. The the ramp up too at the actual event, the actual prompts. It was hard to not watch any of the videos ahead of time, but, yeah, it was really great seeing this. For sure. I love today and it, you know, it definitely showed the prompts were not just about doing work faster. You know, they help teams notice what matters sooner, acted with more context, and make better decisions. So it was really nice seeing all the innovation. Also, all the responses in the chat about the prompt things that are happening means it's actually, you know, connecting with people, and I see they want them, which is great. So we'll see people actually using this and saving time. So the fifty minutes, an hour we all just spent here is probably gonna save a whole lot of time in people's actual lives. So that's cool. Yeah. And it's also like I've been thinking about how a prompt is really just it's it's a question, and it's like a question a good question ultimately is dependent on the intention behind it too and taking the time to pause before you ask the question. And so I think, like, in this new world we're getting to where we have access to information, where the the information hierarchy is collapsing. Like, it's gonna be about like, the the teams that move faster are the teams that are asking the right questions. And so I think that and that's something anyone can do. So anyone can put in a prompt. Anyone can, think about what question they wanna answer. And so I guess we all just have to stay curious. Congrats to all the finalists and winners. It was amazing. Yeah. Congratulations to every single finalist, every single runner-up as well. Thank you all for participating in this event and for sharing your prompt and walking us through how you did it. And, and stay tuned for future events as well. Hopefully, we can do another fun one like this. Yeah. And then, I guess, before we wrap it up, does anyone wanna share a fun thing they're doing for Memorial weekend or for the long weekend? We're going camping. Going love that. wait. Where are you going camping? We're we'll be camping near Shasta. I'm in San Francisco, California, so it's about a four hour drive. Fun. Very excited. I'm Be home with the kids a. wait oh, go ahead, James. Alright. Well, yeah, I'll just be home with the kids and grilling, having some time with the family. You know? Oh, fun. I live in Miami, so I'm about ten minutes from the cruise port, so just taking a little weekend cruise. Looking forward to it. I'm jealous. hate to hang out with you two. We're gonna see Star Wars. Oops. Amazing. Well, I wanna be conscious of everyone's time. So we're coming to the end. And, yes, if for those who asked, you will be getting the recording of this afterwards. So in case you wanna check it out, we also have resources that we'll follow-up with. And, I hope that everyone enjoys the long weekend. And thank you again, Soumya, Vanessa, and James, and to everyone who came to watch today. We'll see you in the next one. Okay. Bye, Thank. you. Hi. Bye.