Name: Scale Smarter, Not Harder
Uploaded: 2025-09-09T18:00:13.450Z
Duration: 30 min 40 s
Description: Scale Smarter, Not Harder

Transcript for "Scale Smarter, Not Harder": Alrighty. Well, good morning, everybody, or afternoon, depending on where you're at. Hope everybody is well. Wanted to just, give people a couple of minutes just to have everyone join, get settled in. But, while we wait, I'd love to hear where everyone's from, where you're joining us from, thus far. Drop where you're at in the chat, and, love to see kinda where we're from. Alright. Arizona, Utah, Virginia, Seattle. Love the pack Northwest. Awesome. Cincinnati. Boston. Love it. Coast to coast. Indianapolis. Can be alright. Oh, yeah. We got a good we got a good mix. Charlotte. Oregon. Alright. Georgia. Love it. Hopefully, everyone's doing well. It's gonna be an exciting session today, just to kinda cover, how you doing? It's just some, obviously, like, Rippling, covering if if it's your first time or joining us again, definitely excited to to jump in and cover all the exciting updates, and what we're gonna be covering today. Utah and Washington. Alright. Puerto Rico. Let's go. Welcome, Emmanuel. I don't know if anybody's going to HR tech next week from the from the group. I will be at HR tech. So if, we have a chance to to connect there, if anybody is going, I would love to, to see to see everybody as well. Please stop by the booth, if anybody's attending that. Alright. So just wanted to go over some housekeeping before we get started. So use the chat feature to post comments and, connect with other attendees. Please submit questions via the q and a as you're seeing in the bottom right. We, obviously, got a lot of inner inner, engagement and kinda interactiveness there. The webinar is gonna be recorded, so we're gonna be shared with everybody tomorrow. But if you have any questions about the webinars, please reach out via webinars@rippling.com. So just send anything you need there. That'll go to the team. We'll definitely respond in terms of, what we're doing. Just do a a quick intro myself. My name is Phil Coria. So I'll be kind of leading and emceeing the session today. Been in the space a long time since 02/2008. So excited to talk about Rippling, kind of where we sit in the perspective of just market with a lot of the options out there, in terms of just what, we're doing. But I've been at Rippling for about three and a half years. I've sold Rippling. I've implemented it. Led a team now. My team oversees kind of the entire West Coast sales groups for our enterprise team, which are, companies that have, larger 250 employees and above, but our our teams work really closely together. So, so welcome. You just want we wanna obviously let's just jump in. I think we've given everybody about four minutes to to start. So thanks for joining us for Scaling Smarter, Not Harder, a Bricklink live demo. It's part of our new biweekly series where we're really excited to put this on and show you exactly how Rippling works. No sales calls required, so you get to join, jump in. Hopefully, if you're having a cup of coffee, lunch, or it's your afternoon, really excited that you had an opportunity to join us. Today's session is gonna be focused on how Rippling automates some of the most manual time consuming parts of of managing your workforce, through our unified platform, and we cover the gamut of around HR IT and finance applications. We call it the ripple effect. So in terms of just how we structure data, it's a really important component. That's really gonna drive everything from the platform, and what you're gonna see today and just how, you know, we're unique in terms of bringing a lot of that value out to to you, the teams, and just the business as a whole. Alright? I did a quick intro on myself, but as we jump in, again, I'm one of the enterprise sales directors here at Rippling, but also just excited just to be walking you through this session, give you a behind the scenes look on just where we're at. So in terms of just what makes this different, just wanna dive into set the stage of, like, a bit of context on what makes Rippling. This is exactly what makes Rippling Rippling. It's it's our secret sauce. We call this the employee graph, but it's what makes us different because the foundation of everything that we're gonna show you is all, a derivative of actually the employee centric, kind of, like, database that we actually have built for our employees. So for example, the connected tissue of the employee record itself, every attribute connects to every application within the platform. So for example, if you're doing, any type of changes, you'll see kinda how that cascades and ripples across the entire platform, and then you can put a lot of kind of, you know, checks and balances along the way in terms of just what you're doing. So Rippling's an all in one system for managing, like, people, spend, IT, all across kind of a worldwide workforce. So unlike unlike, like, traditional first tools, like, a lot of, you know, the pays and payroll systems out there are all built around a payroll tax engine, we started with the employee profile. So, again, like, every update automatically flows to the right place. So that means, like, everything from payroll benefits, onboarding, app provisioning, expenses, IT, the connected towards the truth is that individual. So, for example, in this slide, as you see here, this is an example. When something changes, say you gave, there's a promotion. There's a location update. Rippling will automatically, know exactly where to send that data and what to do across every system in terms of the platform and the applications that it's connected to, whether it's a comm change, whether it's a, a location change, whether it's a promotion. We call that the ripple effect, hence her name, Rippling. So you update one field and it updates everything. So Rippling handles all of those updates. So think about, like, tax documents, benefit changes, device setups, expense policies. That's across every department. So, again, in this example, Sarah gets promoted to a director and relocates to New York. There's a lot of kind of nuances that are associated from, like, the California to New York kind of, like, perspective from taxes to documents to compliance to learning courses. And And in most systems, like, someone in HR or IT would need to just, distribute that new tax documentation for her to fill out, maybe potentially adjust her benefits depending on her eligibility, update maybe a headcount plan or a budgeting tool to backfill her role when it comes to, like, recruiting, updating her device and so forth. Those are all aspects in terms of what Rippling, that happens automatically. So once Sarah's role and location are updated in the profile, and I'll show you this when we go into the live demo, Rippling instantly applies the right changes to HR IT and finance. All of those are interconnected, without anyone having to manually go in and log multiple systems. The other piece of the employee graph itself is we're not modular. Everything is application driven. So the database itself is the employee graph. Everything pulls from that. So that's why everything is able to be updated because we have one source of truth. If you think about other systems, their their modules where I have to you have to replicate data over and over again, and that's where integrations come to play and tend to cause some of the nuances that maybe you're experiencing today in your role. So the same would be true if we instead move from New York, Sarah moved to Toronto. Rippling would do the same thing. We're global, at the core. So we would send compliant Canadian employment agreements to to, Sarah. We would know how to enroll her in Canadian benefits. You know, and we understand the delineation between, like, US and Canadian health plans. She'd automatically start, being included in our company's Canadian pay runs. So all of those aspects of it are just giving you that kind of efficiency gain and that control with a lot of the checks and balances in terms of just, like, who makes those updates. And and everything's permission driven within Rippling, which gives you a lot of control there. So that's the power of the unified system. No handoffs, no double work, no, like, multiple kind of, like, you know, inputs of data, just one seamless experience that saves you hours and keeps you your you and the team at sync, whether you're a small lean team or you have a large team in terms of how you all, ham and egg it as I always say, like, within your internal processes. Okay. So as we move to the agenda, what to expect? Let's talk about, like, now that you have some background on the actual, platform and kind of the ripple effect, let's see how all this comes together. Today, you're gonna see demos for onboarding. So how a process that usually takes hours, you know, into minutes with the help of Rippling, payroll, where all of your data flows in real time so that you can run with payroll, with confidence, and then also compliance. Compliance is kind of driven in a fabric within the platform. So how Rippling flags risk and enforces policies automatically. You say audit ready without having a need for manual tracking. We actually have an application called Compliance three sixty that flags and kind of gives you all the incidents from a compliance perspective. Really, really neat. So each demo is prerecorded so we keep things sharp and focused. Then we'll wrap with the live demo. I'll jump into the platform, showcasing a real use case of, like, the ripple effect, and Rippling's automation in action, and then we'll finish up with some q and a. So feel free to drop your questions in the chat. We'll cover them at the end, but let's see, Rippling in action, starting with onboarding. Let's walk through the process of onboarding a new hire into Rippling system. Before we get started, I'll share a little secret. Rippling is famous for its ability to onboard new employees in ninety seconds or less. When onboarding someone into the system, you can either hire one individual, you can hire a large number of people at once, and even run a background check directly within Rippling. You have the ability to add someone directly into the system, or if you're using our recruiting module, you can pull them directly in from the applicant tracking system like I've done here. By doing so, many of the fields throughout this flow are going to be automatically prepopulated. But either way, Rippling is going to take me through the onboarding check where we will be collecting all of the relevant information needed for this employee profile or employee record. Quick call out here. If your company uses our headcount planning module and you've set a budget for the year, this is where you can actually hire this person against that plan. Rippling will automatically update the overall plan and budget in real time in the headcount planning module. Here's where we will really start to localize the onboarding process. Since you can operate as a global company within Rippling, you'll be able to choose the specific location, office, and country when you're onboarding this new hire. You can even hire remote employees in the system and will use their home address for taxation purposes. A key benefit of our system is that depending on the country that you choose, the questions in the onboarding flow will automatically change or adapt to ensure compliance. For example, if we were to hire a new employee in India, Rippling would guide us to be locally compliant by asking the right country specific questions. This would include ensuring the employee's annual salary complies with India specific minimum wage laws as well as any statutory holiday requirements. It's worth noting that Rippling can also support and pay your ten ninety nine contractors, whether they are in The US or abroad, and whether they are salary, hourly, or temporary. If your company has multiple entities, you'll be able to choose which entity you're hiring into. Following our previous example, you'd be able to select either The US or Indian entity. And if you don't have an entity in a specific country, you can still hire into that country using Rippling's employer of record service, which we support in over 75 other countries. From here, we can continue to build out the employee profile by adding key data points like their start date, who their manager is, what's their title, department, job family level. These attributes are what drive an individual's permissions within the system. This is how Rippling knows what to do with this new hire, what level of access they should have, what modules they should be added to, whether they're eligible for benefits or not, all of the things that you might be managing across different automated because of all of Rippling's apps are built on top of this single employee record that we're setting up now. The system will then prompt you to fill out any compensation details. You can assign more than just base pay here. You can also include things like equity, relocation bonus, signing bonuses. Additionally, if you're using our compensation bands module, which stores all of your pay data, the system will tell you the recommended comp band for this position. If you decide to hire above the comp band, the system's actually going to alert you and may even require an additional approval process if you so choose, giving you a clear audit trail. If I've selected a signing bonus, I can not only specify the amount but also when to assign this bonus into payroll. As soon as they sign their offer letter, within their first paycheck, or after a specific number of days. You have the ability to custom questions that you wanna ask during onboarding. Do you collect any information that's outside of the usual employee fields, like favorite ice cream flavor, dietary restrictions. You can even require the employee to fill this out themselves. As a full document management solution, Rippling can store all of your employee documents, and you'll be able to select the appropriate documents here for the employee to see and sign. You'll notice that some of these documents are preselected. This is based off of rules that you can build into the system so you don't have to remember which documents need to be sent every single time you onboard someone. Rippling can even help with device management. We offer three options for getting devices to your employees. Option one is that Rippling is actually a reseller. You tell us what to send, and we will handle the rest. Option two, we also offer inventory management, which means you can keep your current inventory, but we store it at a Rippling warehouse. We'll then ship it to the employee upon onboarding and retrieve it upon termination. We can lock and wipe the device as well. With option three being that you keep your inventory at your office and simply tell the system where it is. And so because we've assigned the device to this person and the rippling agent is downloaded on it, we can also determine what other apps the individual is going to need, like Google, Chrome, Outlook, and even assign their access level within those apps. Rippling has a full password manager that allows you to securely share any saved passwords. We'll also provide the email address during this flow. You can customize what that is or let the employee select it themselves. Next, we'll simply review the offer letter. All of the information such as start date, job title, manager, compensation is prepopulated. But just know that if you need to, you can still make any edits here on the fly before submitting this new hire. And all that's left is to verify that everything looks correct. I'm going to get a really nice summary screen where Rippling is going to show me everything it's going to do on my behalf. So I can see the specific documents I'm sending, including the appropriate tax forms that the system inherently knows to send based off of the employee's employment type, work location, and any other rules I've set up on the front end. I can also view the information that we're going, such as Social Security or any country specific required bank account information. The system will prompt the employees to enroll them in health insurance only if eligible and send all of those details to your broker. So now once this hire is approved, the system is going to send the candidate with an email and a link for them to first sign the offer letter, which will then allow them to self onboard and complete all of the necessary steps either on a desktop or a mobile device. And since Rippling now knows who this person is, where they work, what department they're in, who their manager is, we will automatically assign them the appropriate we will automatically get them set up in payroll. We'll even prorate their first paycheck depending on their start date. So all of this is happening in the back end, not requiring any manual setup across systems. And thus, the ripple effect has taken place, and they are ready to go for their first day. Let's take a look at Rippling's payroll solution. Rippling has everything you need to manage and pay your employees and contractors, both domestically and internationally, all within one unified system. The best part about a single system is how effortlessly payroll comes to into a pay run. We are going to see how data from benefits, time and attendance, and expenses are all automatically synced into the pay run, which helps reduce errors and saves you time on this vital yet routine process. Rippling's payroll is highly customizable, and we can support all of your different employment types as well as your different entities and countries all within one place. Rippling is going to batch out your employees here by employment type and clearly identify what country or entity you are paying them in. For example, when you run payroll for your entity in India, let's say, all India specific taxes and deductions for your statutory benefits are automatically built into the payroll engine. You don't have to worry about looking up which deductions to include for India versus The United States. Your payroll is already configured to be compliant, accurate, and localized to whichever location is tied to the employee profile. So rest assured payroll is seamless and automated for any country where you need to process it. So for my salary folks that I'm viewing here, I can see everyone's salary data flowing seamlessly in from their employee profile. We calculate or prorate their salary based off of their start date, so no manual intervention is needed. If I toggle over to deductions, here's where I will see that by using Rippling's benefits administration model, all of your medical, dental, and vision deductions as well as four zero one k and other deductions are automatically synced into your pay run, saving you time and reducing errors. As I move forward to view my hourly employees, here's where I will see all of their hours flowing seamlessly in from the time and attendance module. Since payroll and time and attendance are interconnected, I actually have the ability to not only view my employees time cards, but I can fix any time related issues like missed clock outs, unapproved hours, all without having to leave the payroll. Any issues that I fix here or changes that I make are automatically reflected in time and attendance as well, thus allowing you to process payroll without delay. When I get to the final summary screen of this pay run, Rippling is gonna show me a really nice receipt of this pay run, including the amount that it's going to debit and the bank account or multiple bank accounts that it might be pulling from. One of my favorite features is our payroll comparison report here that allows me to compare this run eve to either the previous run or the run before last so that I can quickly see where changes have taken place across my employee population. This provides such a time savings for payroll administrators doing any sort of reconciliation outside of the system. We'll go ahead and batch out the employees that have not experienced a change. So, again, you don't have to go line by line identifying any major issues. And that's it. That's all it takes to process payroll in Rippling. I'm ready to hit submit. If you want additional eyes on the pay run, you can actually customize or set up an approval path for this to go through after hitting the submit button. But once the pay run is approved, Rippling can even automatically update your general ledger in your accounting system. We provide a number of different direct integrations with various accounting systems, so updating the general ledger is yet another thing Rippling can take off your plate. With Rippling payroll, you can rest assured that all of your employees across entities and countries are paid accurately and on time every single pay run. Rippling's compliance three sixty solution will function as your compliance safety net that automatically and proactively keeps you compliant with local labor laws across all 50 states as well as more than 85 countries around the world. Rippling will provide you with this really nice dashboard that monitors all of your employees for any compliance issues they may be running into. These issues could include overtime violations, minimum wage violations, rest or meal break violations. In the event of one of these, Rippling will not only call out the specific violation, but will also provide a recommended solution and give you a one click access to make the change, thus taking the guesswork out of what to do next. From an auditing perspective, we are Can you guys hear me okay? Good. Okay. We, wanted to cover the live demo. So there's there's obviously a couple of other pieces. Hopefully, they give you a flavor of some of the, some of the, you know, just like capabilities of the platform. A couple of other elements is is we kinda have a follow-up. If you're interested, obviously, diving into this a bit more than compliance is something we were gonna cover, which is kind of natively built into every aspect. And and that was really the other element there. But let's dive into the web demo. Let me just flip over my screen. Hold on one sec. Alrighty. So let me cover this in a couple of minutes. Everybody is it everybody good? Can everybody see my screen okay? Okay. So as we dive in, this is the platform. I will cover this in in about three minutes. I will try to get through this so we could have some q and a. I wanna make sure, everybody has some questions. But definitely, obviously, like, reach out so we could set up some some dedicated time with you. We'd love to spend kind of some follow-up sessions. This is the dashboard. So we log in to actually Rippling. Everything is permission driven. So whether an employee, a manager, an admin, this is kind of your landing page. We have a ton of capabilities in terms of this being task driven, reporting, and so forth. The element around the onboarding kind of, like, video that video that you saw, I like to highlight the ripple effect. The ripple effect itself is actually delivered to you so that we reference this as being out of the box. So all of these pieces are essentially delivered to you. You don't have to build these. So we call them workflows inside the platform, and they essentially all come, driven. So, like, I come from a world of Workday where you have to build out business processes. I know, like, some of the other groups have to build out, employee action forms and other types of, like, workflow capabilities, especially those are at their task. So this is really neat. This immediately enables your team as soon as you turn on Rippling. The other aspect of this too is being able to see on the org chart. So, you know, I'm gonna do a quick kind of promotion, but the org chart allows us to kinda drill into this from a cascading perspective, even even to the point of being able to see open positions. So we can see open positions, automatically kick off a rack, backfill that position. So when you onboard and off board, off boarding is actually a key component of the platform that allows you to really tie all this together. In other systems, you essentially have to terminate employees, but we actually have sure have a a off boarding kind of workflow. Let me go in, and I'm just gonna do a quick update here. So the ripple effect, you you all are gonna see live. This is essentially Megan Morrison. She's a sales manager. We're gonna promote her to a director. She's also gonna move from California to Texas or New York just like we did a CMS slide. If you have the permission so this is permission driven. Everything is fill up with permissions. So you can see how some components are actually blocked out. So if I am a manager and don't have the ability to see annual compensation, you, as administrators, have the ability to kinda really define the granularity of how and what people see and actually what people are able to update from an information perspective. Simply, you hit the edit button, and you can see all of those attributes. So this is the employee graph come to life. I'm able to make a quick update. So I'm able to update her to a director role. She'll stay in the sales department. Let's move her from, we'll keep her in the same job family in the management role, and then we're gonna move her from remote, and she's actually gonna be now in the office. So say let's, let's actually move her to, sorry. So these are all your work locations that you could actually set up. So let's move her to Chicago. We actually do catalog remote employees as well. So if you're dealing with remote tax reciprocity and some issues around remote, we handle that extremely well with Rippling. Yeah. And then let's give her a a compensation bump just because she's getting a promotion. And you can see here too. Like, when we talk about compliance, you see this flag in terms of this c like, if depending on where the state's at, we know minimum wage compliance elements. We know that this is low so that it flags some of those pieces inherently into the platform to keep you compliant. Everything in Rippling is effective dated, so I'm able to make this date change effective as of October 1. You can be very specific with the time. This is where you would input notes for, audit purposes. And let's go ahead and hit continue. So now the ripple effect is taking place. So you can see now it's allowing me to review the changes. You are able to pull up kind of the old values and the new values, double check all of those pieces, and you can see, like, everything's taking place. It's actually gonna able to audit agreements and documents that need to be sent as part of the change. You can see integrations. So if you have any integrations that are built as part of that change, you can see that we actually manage that as well. So they're gonna lose access from a responsibility standpoint and gain access into those tools that you have within your ecosystem. K? And then it's gonna allow you to see now she has a corporate card. So now she's a director. She has an expense budget. We are able to ship her a corporate card, And you can see here that we have an actual approval, attached to this as well. So this is gonna go to the COO who's gonna be able to review this and actually see, that we're trying to request an update to promote her, and then all of this will take place. Payroll gets automatically updated. The org chart gets automatically updated. All the reporting capabilities are, effectively, available to you in real time, and all this will take place on October 1. So that is essentially the the Rippling effect that allows you to really enable your team for everything that we discussed today. With a couple of minutes left, let's, let's dive into any type of q and a for questions that the team may have. I wanna make sure that, y'all have an opportunity to ask some questions. I'm coming in the chat the chat. The price point for EOR, very competitive. I mean, like, reach out to, obviously, the team, we're we're pretty much within the market range. It depends on the country, but for the most part, you could see kind of some of our pricing on our website. It could range from 4 to $600 depending on the country itself, but all within range. And that's actually natively built into the platform as well. So the EOR wrapper, directly, obviously, like, augments the actual platform technology from that standpoint. But we can handle this. So this is kind of a schematic here where we can handle global payroll, if you have your own entity. If you need an EOR service, we can handle that. We can handle payroll and everything all in one instance as well. We don't have to set up multiple instances. Can you show you on benefit overview where you see an employee, by employee and requirement? If we had time, I would definitely Erica, definitely, if you want, you could either reach out to the team. We could set up a dedicated demo, but we definitely could cover that. If we have more time, I would definitely just jump in because we have a strong benefits kind of aspect there. Just works in in EOR. I would say the platform. The employee graph itself, between all of the other tools out there, the employee graph is is the secret sauce. So that is gonna essentially be the main differentiator between Rippling and all of the other kind of EORs out there. EOR is a component of just, like, how you actually handle those employees, but how we structure data is really our secret sauce. We do have our own ATS. We have our own headcount planning tool and ATS. We integrate with other tools as well, but everything that you see here is native within the Rippling platform. Glad to tell. All really exciting things. So I know we have a minute. I know, team, that, I think the webinar is gonna end here soon, but please reach out. We would love to take additional kind of deep dives with you. Again, please stop by the booth next week. Hopefully, this was a very informative session. We thank everybody for their participation. I really enjoyed kind of again to to have an opportunity to highlight Rippling for you. Have a wonderful rest of your day. If you want, ping me on LinkedIn, Phil Coria, last name, c o r I a, and happy to help as well. Have a great rest of the day, team. Bye bye.