Name: Accounting 201: Rippling’s Advanced Configurations
Uploaded: 2025-04-17T19:16:09.975Z
Duration: 1 h 4 s
Description: Accounting 201: Rippling’s Advanced Configurations

Transcript for "Accounting 201: Rippling’s Advanced Configurations": Hey, everyone. Welcome to accounting two zero one, Rippling's advanced configurations. We are so happy you are joining us today. I'm gonna get every everyone a minute or two to get settled in. And while we wait for everyone to join, we would love to hear where you're signing in from. And if you attended our accounting one zero one webinar that happened just three weeks ago. So, yeah, please take a minute to type in the chat, and so fun to start seeing where everyone is signing in from. And while we do that, I'm in Durango, Colorado. It's a nice crisp spring day, and it's really feeling like the change of the seasons around here. It's been great. Awesome. Great to see a few people that attended one zero one or maybe watched the recording of the webinar since we launched and, really appreciate that you attended the first one. For those that maybe didn't get to attend the first one, that recording is on rippling u, under our webinar section. So you can go back and watch that after you watch two zero one to kind of get the fundamentals of everything that we cover to set up in accounting integration. And for those that are coming back, welcome back. Great. Well, let's dive into it. We have a lot to cover today. First off, I'd like to introduce myself. My name is Grace, and I've been at Rippling for the past four and a half years. I started on our payroll support team, then I managed our banking support team, and now I've been a technical account consultant for almost the last three years. So as a technical account consultant, we're brought in to help our clients with their payroll and, accounting configurations. And we have a deep technical background and really understand how different areas of Rippling interact with each other, and we dive deep into their business needs to help make sure it's configured to what what they need. So I really specialize in making sure our clients have their accounting, payroll, time tracking, all set up, to make sure that they're able to accurately cost allocate and have their reporting needs and accounting needs flow correctly from Rippling. And I really truly enjoy coming up with creative solutioning to make sure that this is all set, in the way that you and your business businesses need it. And then a little bit about me personally, as I mentioned, I live in Durango, Colorado, which I love, and I love to spend my weekends hiking, skiing, swimming, and I'm a big flower enthusiast. So love when wildflower season comes along. So for a few housekeeping items during today's webinar, please make sure to follow along in your Rippling account if you'd like. We're gonna be going through a lot of different areas of Rippling. And, if it's helpful for you to learn and follow along, please do. If it feels like we're moving a little too fast, we do have a lot to cover. Feel free to just watch, and you will receive a copy of this recording, and you can always, go along in your Rippling account at a later time. Then throughout the webinar, please post any questions that you have in the q and a section of, the webinar. It's right, next to the chat button. We have some amazing moderators here with us today, that will be helping out. You'll see Brynn, Gabriela, and Erin who are all on my team. And then we also have Siddarth who, has a wealth of knowledge and manages our accounting and time tracking support team. And then, additionally, if you have more questions that come up after the webinar, please feel free to utilize our Rippling support team. They are on call with our chat feature, and, we have a dedicated support team that knows, a ton and and has in-depth training on accounting and job dimensions and cost allocation. And if you feel like you have some more, in-depth needs or support maybe isn't the right avenue, feel free to contact your account manager, and they can get you in the right hands. And, thirdly, as I said, we are gonna be sending out a recording of this webinar and also a copy of the slide deck. There are a lot of hyperlinks that you'll have, to reference later and, some additional resources. And then finally, you might need to have some updated permissions, or specific permissions to view areas in today's webinar. So Erin is gonna drop a link right now to help center article to, that has instructions to update and give permissions to the accounting integration app. Also, you might need permissions to the, organizational data, for the job dimension. So two areas that we'll look at today. Great. So next up, we will go through our agenda and what we're gonna cover today. So the first area that we'll spend a lot of time talking about throughout the whole webinar is job dimensions. And, in this, we are gonna look at using time splits to split employees' wages, benefits, and taxes between multiple departments and see how that looks first in rippling and then how you we can translate that to your accounting system and push it over to make sure that, job dimension split is accurately tracked. Then we're gonna talk about job dimensions that are for daily or weekly tracking such as type of work or clients or projects and how you can set that up, how you can track that within our time and attendance, and how you can, then run reports on that as well. Throughout this whole time, we're in we're talking about dimensions. We're gonna continually talk about accounting and how this will flow to either your accounting system or the manual GL and also how to view these dimensions and run different reports within Rippling. And then we'll also set up a workflow today to make sure that your job dimensions are accurately set up for new hires. Then we'll cover some additional resources for you to use and, hopefully, set up your own job dimensions and accounting integrations, and also some details on accounting with spend and what's next. Great. So first off, I wanna talk about job dimension job job dimension fundamentals and, what job dimensions are and how companies are using them, what it looks like in Red Lake. So here is a screenshot of a demo account where they have four job dimensions set up. So we have job dimensions of coffee shop position, department, grant, and office location. So in this case, what job dimensions are is an employee attribute that you want or need to track. In addition to all of the details and employee information that are already automatically tracked such as work location, department, pay rate. So that think of a job dimension as another layer adding on to your payroll and accounting cost allocation and needs. So the dimensions that you may set up or need really depend on your business, and every business has a different can have a completely different setup in this regard. So for example, let's say you run a chain of coffee shops and employees perform different job duties, throughout the day. So there's baristas, hostesses, pastry chefs, etcetera. And these positions have different rates depending on the work that they're doing, and you need to really see clearly how much your baristas are costing you versus your pastry chefs and make sure that these employees are paid for the variable rates for the work that they're doing. If this is a need in your business, most likely, you already have job dimensions set up and are using these. If maybe there's a need for job dimensions that you're thinking of now, that's great. And today, we're gonna walk through exactly how to set this up. Other, you know, reasons why companies set up job dimensions is to track employees who work across multiple locations. They work between multiple departments or their salary needs to be split between different departments. Or let's say you're a nonprofit and you need to track how much time and money you're spending toward different grants, or you are a consulting business and you really need to track how how much money you're spending working with different clients. All of these examples are dimensions that can be set up, tracked, and pushed, to your accounting system. And then, just to reiterate kind of the flow, once you've set up dimensions, employees can then use these dimensions to choose what kind of job or location they're in and our time and attendance, or these can just be applied to payroll and or pushed to accounting. So, job dimensions go to a lot of different areas in rippling, as well as spend management to track expenses on a detailed level. And we're gonna touch on a lot of these all, during today's webinar. And I did just wanna show briefly to, have you understand if you're using an accounting system where these dimensions might show up. And, this is just an image where you can see that, you know, department flows over and also class. So you can associate a dimension within rippling to a class, or a custom dimension or custom custom segment within your accounting system. And we'll review at the end all each different type of integration that we covered in accounting one zero one has a different subset of dimensions that can be mapped, to to it from rippling. So we'll make sure to cover that as well. So for the first example that we're gonna cover is time splits, and what we are gonna set up is having employees work between their work needs to be tracked between two departments and showing that first in in, time job dimensions and then second in the accounting integration. So let's hop into it. Alright. We are now in a demo environment. And next, I'm gonna show you how to add a job dimension and, what it looks like in Ripley. So to get to the job dimension area, you're going to navigate down to the settings gear icon on the left and then click on organizational data. And then at the top of this bar, you'll click on jobs. So if you don't have anything added yet, they'll be it'll look a little different and say, do you wanna add your first dimension? If you already have something, you'll see your list of the dimension that you have in place. One suggestion for today's webinar, if you want to add kind of a dummy dimension and not assign anyone to it, that would be a good way to kind of play around with the functionality, especially when we get to the accounting portion of how this, interacts with everything. But to start off, we are gonna click on add a new dimension at the top right. And for today's example, we're gonna label this department because we need to track costs, between two departments for individual employees in the engineering and product departments. So first, you're gonna add the name of the dimension, and this can always be changed, but this will show up in reports and also for employees if you're using time tracking. So make sure the name is something that your employees, know what it's in reference to. And then this question is adding, do is asking, do you have an attribute that is associated, to this dimension? You can only have one attribute associated with one dimension. So you can see I've already associated work location and pay rate in my demo. So for today, though, we do wanna associate a department with this department dimension we're creating. And then the next question is asking, should this dimension be associated with a custom location? In this case, we don't need custom locations for our department tracking, but this might be relevant for you, if you're going between different locations. And then the next question is asking, do you wanna show hours and associated earnings for these job dimensions on the pay stub? The reason we're doing department, dimension mapping today is only for back end cost allocation. So I don't wanna show that on the pay stub, so I'm gonna keep this as no. But let's say for our coffee shop location, you want employees to see how many hours and how much they were paid at those different rates, for those different coffee shop jobs, then you would wanna select you might wanna select yes to give that, visibility to employees. And then this next question is asking who can have access to the jobs in the dimension. You have two options here to say, one, set up one roster to have access to all the jobs, or set up individual rosters to manage each job individually. For this case, we're just gonna keep with one roster, but I recommend having different rosters set up for jobs. If you're, you know, needing employees to be assigned to specific locations or they only are working certain jobs as in the coffee shop, they you know, some employees will never be a pastry chef, and others will never be a barista. You can set that up individually. So today, we're gonna use our super groups again and, select our engineering and product, departments. So we're gonna scroll down, and we need all the engineering department, including the subdepartments. And we also wanna include our product department here. And then a really neat feature I do wanna call out is the save for later option. So let's say we know that this group of employees, engineering employees and the product employees, we wanna use this grouping later. We're gonna click save for later and label this inch plus prod. And then we can save this, and then access it later. So let's say you're creating a complicated group, and you want that to not have to be created each time, you can set these settings to manage access and create the group. And here we have the engineering and product. Great. And then we are going you can always also preview people to make sure the group that you have in here are the group of individuals that you need. We're all set. So we're gonna click insert. And then we have them added here, and then we'll press continue. So this next page that it takes you to is to add the list of jobs for department. So we're just gonna label this rod and tie it to our product department, and then we're gonna create one that's eng and tie it to the engineering department. So pretty pretty straightforward here. Just tying this label of the job to the actual department in Rippling. Great. So now that you can now that we've set up that dimension, you can see that we have our new department dimension with our jobs listed and who has access. You can always change access here. You can always edit the dimension by clicking the three dots. If you have not used a dimension in payroll, or time and attendance and there's no data attached to it, then you can delete the dimension. If there is data that's already been used, we, don't want that to delete data to ever be deleted. So, you won't see an option to delete if it's already been used. So just wanted to give that callout. So next up, we are going to assign a time split to employees in these departments to split their salary between these two departments. If you don't see this time split option here, just do a hard refresh on your page, and it will pop up. Sometimes it just takes a minute if this is the first time you've added a dimension. Great. So let's click time splits. And then rather than looking for an employee, we wanna see all employees. And then from this page, we are going to filter and first and only look at product engine in and engineering because those are the, product departments that can be assigned a time split based on the roster we just set up. Just to get you familiar before we do that with this page, you'll see all of the dimensions that you have. And then if you have any time splits already applied, you'll see those here. So first, we're gonna filter this list of all employees by our two departments. This is a really nifty tool just to narrow down your list and, to double check the assignment by certain employee attributes. Great. So now we're only looking at 91 employees. And so to assign a time split, you can either click the pencil here and click edit, or you can also import a CSV. If you wanna apply this to all 91 employees, it'll be a lot faster to click import CSV, and then you'll download it and fill out a template. But for today, I'm just gonna show you how to edit, and we're gonna assign Corey Hamilton, the CTO of engineering, to split his time. So this question, should this employee's time split be hard coded? This means, should this always apply? So you'll see here that, we are given these options, and, we are gonna select this dimension we just created, product, and, say that he spends 50% of his time on product, and then engineering is another 50%. Just as a call out for filling this out one by one, the time split percentage always needs to add up to a % no matter how many lines you have. You can always click add more if you have more percentage. And then, this option that says none is gonna default to the value that for department in this case, default to Corey Hamilton's, main department on his profile. So depending on how you need this set up, you could always just assign, you know, the 50%, to the other department that they need to be in and then select none, and that would default to their to their main department, but just depends on what's easiest for you. So we have now assigned this product, an engineering split fifty fifty for Corey, and then we'll click done. And now if we refresh, you're gonna see that Corey now has this fifty fifty percentage split under time splits. So you might be asking yourself, okay, Grace. That's great. What does this mean for payroll and accounting, and how does it look? So let's hop into the accounting integration, and I'm gonna show you how we can now assign this. So to do that, go over to the left hand side, click the dollar sign, and click on accounting integrations. And for today's purpose, we are going to choose our manual GL export and click the right hand arrow here. If you have a different integration, feel free to click into that at this time. And then we will navigate over to mappings. So let's say, for your for this business or for your business, you have a different chart of accounts based on departments. And so for what we just set up with time splits, we need to make sure 50% of the, Corey and anyone, who has this time split is going to a different chart of accounts based on product or engineering. Right now, and what we set up in accounting one zero one is that all, everyone in the company is flowing to these chart of accounts, especially for salaries. Everything's going to 700. To have a little bit more complex setup for accounting, you can click on exception mappings and then click edit and say we have exceptions for specific departments, and then we'll click on save. The options here, though, are you could either choose by specific departments, work locations, or specific jobs. This is in reference to job dimensions that we just set up. Great. So then the next page it's gonna take take you to is showing all of your main departments, subdepartments, and it will always default to the company defaults. That was the chart of accounts that we set up already. But let's say for engineering, we have a custom mapping. So once we change this, I'm gonna change engineering to go to seven zero one and then click save. And then I also have a need that product. Any earnings for product are going to go to a different earnings as well. But for taxes and deductions, all of those are staying the same. We're gonna change production department to go to seven zero two. So what we've done now is having the ability for Corey Hamilton, our one employee, to have half of his salary, to go to $7.00 1 and half to go to 702, when the general ledger, is pushed over. So now you'll see a new section that says exception mappings, and you can always come back in here and change, the mappings and view accounts per each, apart department or subdepartment. And you even have the ability to have subdepartments map differently than the main department, but, they will always just default to roll up to whatever, is, is is mapped here. So if it says custom mapping, it will map to the engineering defaults that go above. We can always change this. So that is great. We've, now set up to have a different chart of accounts based on department. And then to see this in payroll, we're gonna preview the next payroll. So you'll click into your next upcoming payroll and then navigate to the preview page, and then click on preview and reports. And if you've I'm sure many of you are familiar with the payroll journal report, but many of you might not have seen this little jobs section here. So we're gonna click on this, and this gives us a really neat cross section of the dollar amount associated with each job dimension. So you can see our product and engineering, and, this must be Corey's salary broken out, because you can associate the hours are split. So if we had more employees that had an assigned time split, obviously, this value would go up. And then the none, as I mentioned before, these are just defaulting, you know, to their normal department, but there's not an associated job dimension for these dollar amounts. So I always recommend this page as a really good check. If you need to make sure everything is associated to a job dimension, you should have $0 in the none line. And then you can also look at specific employees. So just to show this example, we see, that Corey is the one split between these departments, and it shows, you know, any other, job dimension associated. Great. So that is, all that we're gonna see for the department time split, and we'll hop back into our slideshow. Alright. So next up, I'm gonna show you how you can utilize job dimensions for time time tracking purposes and also how to then pull in these job dimensions as custom dimensions in your accounting integration and push to various dimensions, in your accounting system. So for this example, we are gonna be using a grant example, but think about grants similarly to projects or clients. You could have a lot of different, usage and things that you could use this kind of same example for, for an employee base that needs to track time against another variable, to make sure things are allocated in case you need to bill certain clients or projects or grants, or if there's certain requirements from the government, depending on the sector that you're in. So let's dive into it. Okay. So we're back in my demo company here. And, again, as a reminder, to get back into our job dimensions, we're gonna click on the settings, organizational data, and then navigate to jobs at the top. So I've already prepopulated this grant dimension. So you'll see if you click the down arrow here that, I gave access only to the customer support department, but they can choose between grant a, b, and c. Again, if we need to edit this dimension, you can always click these three dots, click edit, and add more jobs there or change the so what we're gonna do now is I'm gonna show you within, time and attendance how you can now see these grants. So we'll hop into time and attendance under the HR management tab, and then, we're gonna click on time cards. And, well, actually, first, I wanna show you, how to assign this policy. Because this is a new job dimension, we wanna require that employees who are clocking in and out have to always choose an option for which grant they're working on. So we're gonna add a, another layer to the policy that we have, to have them require to have this, job dimension choice when they clock in and out. So we're gonna click edit policy and then, click continue. It's on the second page, and then you'll scroll down, and you'll see this job code settings. And, what we're gonna choose here is that employees should always be required to choose a certain dimension, in this case, Grant. You can also have multiple dimensions chosen here. So if they are working between locations, you could have that. For this case, we're just gonna choose grant, and, then we're gonna press continue. And then just keep continuing on. So now that we've added that requirement, any employee who has, an associated grant will need to choose the grant they're working on every time they clock in and out, or else they can't submit their time. I did wanna show you what it looks like for, tracking various dimensions on time cards that I've already populated. So if you click time cards, then we're gonna look at this employee, Janet Williams. Click this arrow here. You'll see that you can, for her, she's just had coffee shop and office tracked. But you can see the breakdown of when she was working as a manager and at what location. And then there's also some other nice views. I recommend the timesheet view for seeing jobs, and you'll see what, jobs she had and, and at what location and then associated hours per day. And then there was also some hours that had no associated job information, job dimension information. So just wanna show you what this looks like on a time card. This can always be changed and edited, before that before they are approved and pushed to payroll. And then, a really helpful report that I wanted to show you as well is the time and jobs report. We won't dive too deep into this, but, just wanted to let you know that it exists. So you can find this under new report, and then it is a recipe. So if you type in time and jobs, you will see this time and jobs report. What this automatically pulls in is gonna be the pay run, the start date and date, the gross pay by job dimension, and the total hours worked. One callout for this report is that you will need to add the text field for the specific dimension that you wanna view or dimensions, if you have multiple. And to do that, the easiest way is to search in the top left. And so for this case, we're gonna add in grant and choose, the grant that's under job dimension, and then we also wanna add in the, coffee shop position. So just wanted to show you this report, how it will show a breakdown of those dimensions worked, that you can run and categorize and move these columns around as needed. And then the final piece I wanna show you in regards to grant tracking, and working by hours is how this could look in your accounting system. So we're gonna click into accounting integrations again, hop into the manual GL, into payroll actually, into the mappings. And, you'll see now that you have added a job dimension, you're gonna see a new field that says dimension mappings. So we are going to change the setting to say, yes. We need to enable custom dimensions. And this is pushing over to our general ledger and accounting online system. And this is gonna then take us to this box where you're gonna need to define what dimension in Rippling do you want to push to the dimension either in your manual GL or to QuickBooks or NetSuite. And as I was mentioning before, each integration has a different, you know, a different dimension list that we're able to map to. Some have more than others, and some you can add as many custom dimensions as you want. So for this case, I wanna show you how you can map, rippling department to department. I found working with clients, this is really helpful if, let's say, you have a different HR department structure than financial structure. You can easily define, okay, this department at Rippling is mapped to this other department in our accounting system, and that data will flow accordingly. And, for our purposes, I want to bring in the data of the grants to map to a class. So because we've added this dimension, we can now choose grant going to class. Department is going to department. Can also map location. And I don't need any custom one here, and I don't need to use customer right now. So I'm gonna press continue, and it's gonna go one by one to map these grants. So this is asking, okay, the dimension of rippling, grant a, b, and c. What do you want that to show up in your manual GL export or accounting system? All I need is to map the letters. So we're just gonna go through and fill this out. So you have a lot of dimensions. You can always import a CSV. So we're gonna press continue here. And then here is the example of, how I was saying you could map your department structure differently. So let's say I want sales to go to cost of goods sold department. I can type that in or anything that you have set up within your system will also pull through. So if you have departments in your accounting system that's already integrated, that list will pull through. Same goes with class that we just looked at. So you can really map this however you want or, you know, another example would be you don't want the subdepartment names to push over, but you want just the general names. So anything in mid market sales, I just want to come over as sales. Same for SMB. So I won't go through all this, but this is just an example of how you can really define your structures differently and account, based on your specific business needs. Great. So now you can always come back and edit these dimensions and change how they're mapped to, and really customize and push over this data. So now that we push over grant, and assign grant to class, all of that data for grants a, b, and c that's tracked in time and attendance and associating that with payroll is gonna push to your accounting system. And then one one big call out here under the payroll section are settings. This advanced setting for enable job split, by default, we only will split and associate dimensions to earnings. But if you need them associated to taxes and deductions, you're gonna come in and change this to yes so that, the split for taxes will go to the exact split for how the grants were tracked hours wise. So this could get even get you more granular here. Awesome. So that is all that I wanna show, for the accounting side. And, you know, now we have exceptions by department, and we've added in grant and mapped specific departments to the department field as a dimension. And then we'll click save changes. One final thing I did wanna show you is to create a workflow for new hires, that to make sure that you apply a time split, a hard coded time split before the first payroll is processed. So to do this, we're gonna navigate to tools, click on workflow studio, and then we're gonna select create workflow. What's really great about this workflow is that it's available to everyone because it's gonna be a basic workflow. You'll see this basic tag here. Basic workflows use the trigger of the employee's start date, and you can have, as it says here, unlimited basic workflows, and it really helps you leverage to do items and reminders for the really important date of having an employee start. So for this case, we're gonna say on this date. So on the employee start date, let's change this to nice and early right at 9AM for the local time zone. And, we're gonna filter this down to back to our first example of only the engineering and product departments need this time split. So we're gonna add a condition to say only our engineering and product departments will this workflow trigger for. And then, the action is that we're gonna assign a task. So we'll choose this, drag it over, and then click on more information required. And this step name is assign time split, and we need the manager to assign the time split. So we're gonna choose the employee's manager here. But let's say it's a specific member of your finance team or HR team or the whole team, you can assign that group here. And the due date is gonna be, a number of days after this alert is triggered. So we're gonna say two days after, but lots of options here. And the subject of this task is hard code department time split for new hire. And then you can add a specific description here of steps to complete this. And we'll set a reminder, make sure to complete before payroll is processed to ensure that this information is pushed to accounting. And then we're gonna click save. And it's easy. It's as easy as that. So we've, created a workflow that on the employee start date, if they're in, the product or engineering departments, then, it will go to their manager in this example and make sure that they're assigning that percentage time split. Awesome. So we're gonna save and publish this activate and this workflow. Alright. Well, we have completed our demo portion of today's webinar. As a recap, I just wanted to go over all the various reports, advanced capabilities that we have in regards to cost allocation and accounting and job dimensions. So, we reviewed the time and jobs report. This report will be really nice for you to see over any period of time and combination of pay runs, the amount of hours and wages that were associated to various dimensions that you are tracking. Then we have the manual GL report. This report, we, dive deep into in the accounting one zero one webinar, so please watch that if you haven't. But this will show you, the breakdown of your chart of accounts, associate debits, and credits. And, also, if you have been using job dimensions, it will pull in those dimensions as well into a consolidated report. So another way to view your financial accounting data within Rippling. Then we also have the payroll journal job section in the payroll specifically. So I recommend using this report before you process payroll. It is really important to make sure all job dimension information is accurately captured before you press submit payroll. There is not really an easy way to go back and associate that without a lot of correction payrolls and time. So I highly, highly recommend making sure that anything you need to be associated is associated correctly, and you're checking that those, amounts are in there. And then also seeing it in your own general ledger and accounting system. So what we looked at and set up today within the accounting integrations app was to add these custom dimensions that will push over. And, also, we created a exception mapping based on, based on department, but it really can be based on any dimension. So you could have a different chart of accounts based on a grant, based on your coffee position. The options are endless. So lots of ways to view this information. And as a recap, we, looked at custom dimension mapping, exception mapping. We set up time splits. We looked at this in time and attendance, in payroll, in reporting, and we also set up a workflow. So thanks for following along as we were hopping all around rippling and really seeing how job dimensions are, play play a piece in various aspects of our application. And then I want to cover some additional resources. As a reminder, you will get this deck to view yourself. This is from a help center article that I linked as well, but this is showing our various accounting systems that we integrate with and what dimensions can push over to those, various integrations. So, lots of options here. So if it says custom dimensions, this means you can really add as many custom dimensions. Custom segments are the same as custom dimensions. And then I've linked some really helpful help center articles that will walk you through setting up job dimensions, adding accounting integration, integrating this, customizing your general ledger, that report that we looked over. Also, some hyperlinks to our first, accounting webinar, reporting webinar that was just that just happened. And then wanted to highlight that there's a spend webinar that's going over new product updates coming up on May 13. So click that link to register. And then as a reminder, please utilize our Rifflin support team. They are amazing. They know so much about accounting and can really help you if you have any questions as you start or continue this journey of advanced accounting. And then I wanted to call out, because we haven't touched on this yet within these accounting integrations that you can really extend the power of your accounting setup with Rippling spend. From the same Rippling dashboard you're already using for payroll and HR, you can manage expenses, bills, corporate cards, and soon travel, which is really exciting, all in one place, and that information can be seamlessly integrated and synced to your GL. You can automate using different approvals and policies, update vendor, keep your vendor payments, and built in card policies, all in one place, and then you can soon book travel and enforce various travel policies too. So, Erin's gonna drop some links in the chat to, learn more about rippling spend. Or if you already are using rippling spend and wanna make sure you're getting the most use out of it, there's gonna be another link to book some time with our team. So that's all for me today. Thank you so much for your time and attention. It's been a pleasure. We are launching a quick survey. So if you have a minute to stick around, we would love your feedback as always, and, thank you so much again.