Name: Stop Rebuilding OE From Scratch: A Practical Look at AI in Benefits
Uploaded: 2026-09-30T18:02:26.451Z
Duration: 46 min 8 s
Description: Stop Rebuilding OE From Scratch: A Practical Look at AI in Benefits

Transcript for "Stop Rebuilding OE From Scratch: A Practical Look at AI in Benefits": Hi, everyone. Alright. As folks gets get in the room, join us, why don't we drop into the chat and say where we're all calling from? I will tell you I'm calling from Northern Virginia, Alexandria. It's the end of September, and it is hot. Oh, Dieup, Allison. I've been to Dieup. I actually am a huge fan. What are the things wait. There's a special food in, Dieup. What were the pasties? Pasties. Yes. Not pronounced pasties. They're pronounced pasties. That was embarrassing when you order them with the wrong pronunciation. Okay. I'll get off my du pie horse here. Bridgeport only with yeah. I'm not a gravy girl either. Cool. We're getting some good representation across The US, a little Mississippi. That's fun. Okay. So most people Brian, was in on the East Coast for a little hectic weather this weekend. Not too bad. We'll let folks keep rolling in a little bit. Getting excited to talk about some fun open enrollment stuff. Tanya, you're my neighbor. I am just over the river in Northern Virginia. A little Texas. Fun. Chicago. Oh, we've got, like, all the major cities coming up here. This is great. Let's see. I'll give it, like, twenty, thirty more seconds before we, get into our fun our fun session today. Kick it off. Let's see. New York, San Francisco. Great. Amogany, who's gonna be joining me, is coming from The Bay Area as well. Fantastic. Okay. I'm gonna move us into, like, a little housekeeping here. First, I feel like everyone's pretty aware about where the chat is. Oh, nice. Melissa from Argentina. Good. We love a little global presence. Fantastic. Okay. A little housekeeping, before we get started. Everyone knows where the chat is clearly, but please use the chat. I will be keeping an eye on it throughout this whole thing. I love engaging with you all. I like to hear your thoughts, comments, all of that. If you have questions, you can drop them into the chat or into that q and a tab next to the chat tab. Our team on the back end will make sure that those questions get collected for q and a at the end. And then for anyone that is very excited for their continuing education credit or maybe is multitasking during this tomorrow with the email that you registered for this event with, you will get the recording and the codes for your CE credits. And then let's see. I'm going to invite Hemogany to join me on stage here. Hemogany is, my counterpart. Hello. Hello. My name's Emily. If you've been on a webinar with me before, you've you've heard the spiel. I'm Ripley's HR evangelist. What a fun, unique title. My role is really focused twofold. One, working with our go to market and product teams to make sure they understand HR people. My whole career has been HR, so I'm very excited to dig into this open enrollment topic. And then the other things I do are fund webinars, go to conferences, and lead Rippling's HR community, the glue. Homogany, I will let you introduce yourself. That was such a cool intro. That was great. Hi. My name is. I'm a product lead. I'm also based out of San Francisco as a couple of the folks are joining this call. I have, I'm a licensed insurance broker because benefits is so fun. And I work at Rippling. Been here for the last, couple of years and so excited to talk to you guys about open enrollment. I'm very excited. As an HR person, it's not often that you get to, actually talk to the person who's designing the products that you're using. So, we can all use this as our secret, phone call to the product team at Rippling. And what we're gonna get into today is we'll do a quick overview of our classic pain points and experiences with open enrollment and start to figure out where AI can actually plug in because what would we be doing if we weren't talking about AI today? And then I will pass it over to Hamagani to show us some cool things that she and the team have built, quick renewals, open enrollment management, benefits decision support, and then she and I will get, get into our point of view of what's actually working with AI when it comes to open enrollment. And then, of course, my favorite part, a little live q and a at the end. Mostly. So I think to get things started, we'll send out a poll. Okay. Cool. The poll is great. This slide just shows it. I'm gonna actually let me see what comes up on my next slides here. Yeah. I'm gonna move forward as you all fill out this pool. Basically, we wanna understand where are you all in open enrollment season right now. If you're in, January 1 plan year, I hope you've already started. And if you're in a July 1 plan year, I hope you're living the dream, relaxing, and just here to get some good intel, before your enrollments come up, I don't know, eight months from now. Sweet. We'll wait a few more seconds for those polls to get submitted. Okay. Great. So today we're talking about open enrollment. How fun. For most of us, this is one of our favorite, maybe not every year projects that come across our desk, and it's one of those things that kinda lingers throughout the year. Right? Getting feedback from employees, candidates, hearing different little inputs from finance or leadership about what we should or should not do. And maybe to paint a little picture, it ends up being compressed into this really short timeline where we have to do a bunch of small things. My favorite thing about this timeline is someone nicely put over on the right admin reopening enrollment for someone. I'm not that nice. I don't think I've ever reopened enrollment for someone. But in on top of all of the things that you have to do to prep and then build open enrollment, you also have an, I would say, a normal, but it feels a heightened amount of employee questions, one off, you know, situations, maybe asking about their specific medication, all of this stuff that just adds to the chaos of open enrollment. So today, we're gonna really get into how to make this go from something that we do every single year, which should make it a lot easier and repeatable, but it tends to actually take a ton of time. And we're gonna talk about where AI can actually plug into this project. I like to call it a project. It comes up every year. That's the best way I can think about it. But where we can plug in AI so that it really is a repeatable project for us and far less of this hair pulling, system creating, question answering, multi month nightmare. That might be a a little negative, but that's kinda how I feel open enrollment typically goes. Okay. So I'm going to pass it on over to Hemogany here to walk us through some of the things we've built. I really encourage you, drop things in the chat. I may interrupt Hemogany here and there to ask my? own questions, but get us in the get get chatting in the chat so that we can make sure we're answering all your questions. And now I will stop yapping. Homogeneity, over to you. Thanks, Emily. Honestly, huge plus one to all of the chaos that is experienced. So at Rippling, it's actually the product team. So people on my team who manage our open enrollment, and we're the folks who we actually do reopen enrollments. We we we try to be a little gentle with our employees. And nice. so myself and my team, like, we are actually the folks who are going through oh, it sounds like folks are having trouble hearing me. Emily, are you able to hear. me? Someone on the Rippling team will report will help them solve the audio. It happens sometimes. Don't worry about it, homogony. Sure. Okay. Cool. And so one of the issues that we typically run into is that even if you're not actually changing your plans year over year, you end up in a situation where you actually have to end up rebuilding that plan all the way from scratch all over again. And so what you're doing is, like, well, I didn't really change any of my plans. Only my pricing has changed. But you still spend hours upon hours actually going through, making sure that your class codes are correct, making sure you've got your eligibility set up the right way, making sure that, like, the employee experience is exactly as you expected it to be last year. And so I'm so excited that step one of how we're gonna make this open enrollment the best open enrollment yet is this feature that we're calling quick renewals. So quick renewals is live right now. It's live for all of our clients who are using a third party broker. And this is really a streamlined path so that when you are kicking off your renewal, you can pick between doing a quick renewal or doing the standard renewal. If you're doing the standard renewal, you'll still go through all the same steps. But if nothing except your pricing is actually changing year over year, like you're keeping the same plans, you can just carry those forward, and then all you actually have to do is update the pricing. And so this cuts down, you know, hours, days of work into, like, a few minutes worth of work. And so I think, that is gonna be really helpful this year. Any questions or anything you wanna address before I move on? Oh, bandana bandana? Oh, that's a fun name. Okay. Does quick renewal work in the plans? Are the well, if the plans are the same, but the plan names are different. That's actually a great question. Sometimes, Got it. the same plan, but all of a sudden, it's called platinum PTO or or platinum PPO. Sorry. PTO is on my mind. Or, you know, platinum PPO 200. So what does that yes. And, Caitlin, it's exactly like passive. It's very similar to passive enrollment. But, Humbogany, can you just get into that. little course. Of. course. It's not exactly like passive enrollment in that there's a for passive enrollment, it just happens even if you do nothing. In this case, you still actually have to go into rippling even though it'll carry those plans over. So it really like, the difference there is, like, you still have to do some work as opposed to nothing and completely hands off. And if you're adding class codes or changing the names so, basically, if you're doing anything except changing the pricing, you still gotta go through standard. But, of course, this is, like, really great feedback for us. Like, for example, knowing that, like, plan names are something that you might wanna just be able to quickly fiddle with. So that's really helpful feedback for us. Yes. And just in my experience, I I have done the maybe annoying, sometimes helpful thing where I give employees a different name for the plan. So I'll just call it, like, PPO gold, PPO silver, and then the plan itself, you know, your SBC comes back and it's like, the PPO platinum 2,200 slash one you know, all of those numbers. I have done that kind of naming convention to give employees an easier frame of reference for thinking through what plan they're joining when the health insurance company changes the nuance there. So that's just a little tip. And then or I'm loving this pronunciation thing. Option, companies doing renewals in January. When do you recommend start this process? Whoo. I'd get on it now. That's me. We can, chat offline or submit your questions, and we can answer those later. But, I would get started now. January 1 comes really quickly, and you gotta get your system prepped. You gotta get info out to your employees, all of that good stuff. Okay. I'm gonna move us on to the next section, homogony. Sounds? good. Yes, Okay. ma'am. We'll do a live demo of this, but the now that we've spoken about how we're gonna be making your life easier when it comes to actually setting up your renewal, benefits decision support is maybe my favorite thing to talk about because it's all about how we're gonna make the employee experience a lot better, which in turn makes your experience a lot better because, hopefully, you're gonna be answering fewer questions and fewer escalations and fewer Slack pings. And so what benefits decision support is is really this experience embedded inside of the rippling benefits enrollment flow so that employees can really just make an informed choice about their plans without ever having to leave rippling. So right now, what the experience typically, you know, before decision support, what the experience has typically looked like is you see your plans, you panic, and then you forget about it for a few days and you procrastinate, and you come back to it and you're like, I really need to do this. And you get all your SBCs. Usually, you plop them maybe into ChargeGPT. It spits out some answer. It doesn't really know what your pricing is like, so then you have to go look that up. It's a very fragmented experience. Maybe you talk to your parents if you're 26. Maybe you talk to mom. You might talk to your HR benefits person at work, and this it just blows up the scope of this decision and makes it so overwhelming. And so one of the things that we wanted to make sure was front and center is how do we make this experience as pleasant as possible? How do we make it so that we're giving you the information that you need in the moment that you need it? And so to that end, what we're doing is we're creating plan comparisons, simple but effective, where you can actually review plan details side by side like you can see in the drip right now. And then scenario modeling, which you're also seeing, which is the ability to be able to estimate costs for some of these really common scenarios that come up. So for example, if you're planning a pregnancy or, god forbid, you get into a minor accident, we're actually able to use the carrier information from the plans that have been created, third party data from claims, and actually use that to bring together a pretty reasonable estimate of what costs can actually look like for you in the year coming up. Because, like, one of the worst things that you can do is you make your plan selection in November, and then June hits, and you're like, oh, no. I have no idea what I enrolled in. This high deductible plan isn't covering this injury that I now have, and, like, that oops moment is what I wanna reduce for all of our employees collectively. And then lastly, traditional decision support also always has personalized plan guidance. And so we wanted to get away from lengthy questionnaires. And so we have, very short questions that come up in the moment that you might need it to give employees personalized guidance across their plans tailored to their needs. And because Rippling already has all of this really vital information, we're able to ask way fewer questions to actually give you a working recommendation. And we can get into the demo of that after this. I will just say, as an employee at Rippling, I use Rippling all the time to like, outside of open enrollment, I use it all the time to ask what's covered under my plan because even though I'm very familiar with health insurance, sometimes it's a lot easier to just ask, hey. Is physical therapy covered here, or, like, what would the co pay cost than me actually going through the process of looking? So I love that that type of regular employee q and a is being embedded into open enrollment because if I have been on I have ended up on the phone with someone's spouse before trying to explain health insurance way. plans. Yeah. That was, you know, being a little too nice, I think. But it's it is confusing. And if you're not in this world, like, the side by side is super helpful. And, you know, most HR folks, we don't wanna have to hear candidly all the intimate ins and outs of your family's health insurance needs, and this is a great way to streamline that process. Okay. I'm gonna move us on. Yes, ma'am. And last but not the least, we have open enrollment management. So we talked about the experience of actually setting up your plans. We talked about the experience of actually being in open enrollment, having to answer employee questions, or be caught in a situation like Emily has where she has to give some someone's spouse guidance on how they should be enrolling in their health plan, which hopefully none of you are doing. And so open enrollment management really, like, stitches this whole experience together. Because as soon as you're done finalizing your plans, which hopefully, god willing, is happening well in advance of your open enrollment but that's not always the case sometimes, and I've been on calls with some of our benefits administrators where, like, hey. My broker helped me finalize my plans on Monday, and, like, open enrollment is coming up in a couple of days. Oops. I have to do so much work in so little time. And so this is where open enrollment management really kicks in, which is as soon as you're done figuring out your plan details, like you're responsible for that strategy or maybe working with your broker, what Rippling can then do is just you can offload that manual work of actually the nitty gritty of managing open enrollment. All of that repetitive work that you have to do where, you know, you kind of go into this, like, content that you have to do where, you know, you kind of go into this, like, content creator influencer mode where you have to create a bunch of, like, benefits guides and webinar slides and one pagers. Again, using all the same data that's already living and rippling. And then you're sort of punted over into answering a bunch of employee questions that might be coming in over Slack or Teams or email. Oftentimes, they're very repetitive questions like, what's an HSA? What's an FSA? Can you help me understand if I need to get accident insurance? And so a lot of these sort of more repetitive questions that end up coming up typically right as open enrollment is ending. You're hit with a barrage of these. And then lastly, one of the responsibilities that we have is making sure that you're reminding employees to complete their enrollment. And maybe you're sending out reports to their managers to bump up folks who need to complete enrollment, creating enrollment reports so that you're making sure that you're hitting your participation rates. All of this rush, this work that you have to do can now be done by Rippling, where we can use the plan details that you've already set up to give you drafts of content that you can then edit and share. If you add Rippling AI into your Slack instance, like I have shown in that screenshot there, we can actually answer those employee questions in the channels that you have given Rippling access to. And if Rippling ever detects that there is, like, a sensitive question being asked, there's maybe protected health information that might be at risk, Rippling won't answer that question. It'll automatically flag it to the administrators that you say that you want it to be flagged to, follow-up over DMs. And then if there's anything that Rippling feels like it can't really answer, it might be out of the scope of our work, that will immediately pull in the right person, usually the benefits admin, to answer that question. And then when it comes to enrollment tracking, if you're, again, you give us Slack access, we're then able to send those reminders to employees who haven't completed, send you those reports of folks who haven't completed enrollment so that you don't have to spend your time in spreadsheets and clicking around and rippling. Like, that information is surfaced to you in the moment that you actually need it. I love that you called it being like a content creator because as an HR person, you're like, I was not hired to make beautiful slides, but this is really important for people to, like, pay attention to. So having that. little assistance with the content creation is so huge. And then I really I like the real time tracking and reminders. The amount of times in my life that I've pulled the report, then, you know, got distracted by something. I don't know. Forty five minutes later, I go copy paste the same message to all of the people on Slack only to have some people reply back saying, well, I just finished. Did did it not go through? And then it creates a whole another conversation. So loving that this will integrate right in. I'm loving the questions about Slack, cost, teams, all of that. We're gonna send those to the end because I think those will be quick questions we can answer kind of in one fell swoop. I'm gonna. do a quick gut check here. So I like to think about, as an HR person, like, where are my employees trying to find the information? Because for whatever reason, they're not going to the resources that I have created for them. And so today, in this modern era, most employees are going to their favorite LLM to ask questions. And I just like to kind of set the stage of what do we really want our employees to, like, to use for this. Right? I can totally see how someone's gonna say, well, if I just submit the benefits information to Chad or Claude, I'll get the right answer. And you can you you might think that, but as the administrator, I'm like, oh my gosh. No. You're missing a lot of important details about how our plans are administered, where you're actually getting your funds for HSA, FSA, all of that stuff. And so I like to think about, okay. If I know my employees are not gonna go to the resources I create, they're gonna go to an AI tool, which tool do I want them to go to? The one that has to be fed a bunch of external information or the one that's sitting already has all of our benefits, enrollment, costs, parameters, all in there. And I just find that that that we've built this embedded into the HRIS is so, like, stress relieving for me is how I feel about it instead of having people say, well, Claude told me I should do this. And it's like, well, Claude didn't have these four other components of our plan. Right? Like, maybe limited purpose FSA does not come up in cloud. Those are the types of things. So, I just like to quickly I just wanted to quickly call out that, like, we know our employees are gonna be using AI to support their open enrollment decisions, and I think having something embedded into the system is gonna be a lot more reliable on giving right answers than a third party tool of whoever's choice. Okay. We're gonna move into where AI is actually helpful. This is the stuff that, like, I think is most important. Right? We talk a lot about AI can be so helpful. It can be so impactful, but the question is really where and how. Because we can't just throw AI at a problem. We need to give it a kind of a targeted, endpoint problem to solve. So great. What I like to think about I'm gonna steal my favorite little, quote. I took this from Coca Cola. They I I had the opportunity to listen to the chief people officer at Coca Cola talk about how they're dealing with AI transformation, which honestly sounds like a behemoth. I that's. a but they had this cute term. They had, hands work, head work, heart work. And they were like, we like to break our work into that. And when we think about it, hands work is great for AI. Hands work is the stuff that, like, you know, administrative tasks, things that you just is more busy work. Headwork, that's the stuff that requires critical thinking, judgment. And then heartwork, that's the culture. That's how are these things gonna feel. And so the chief people officer at Coca Cola was like, hands work? Great. Send it on over to AI. Head work and heart work, that's where, like, the people are really, really needed. And so I think that that is I'm I've just been stealing it because it's been so great, but I think that that is a really great framing for where AI fits into work in general, but particularly open enrollment. Right? We want that head work of thinking about what benefit what plans should we be offering, what's the strategy, what is the heart work there of tone, judgment, and then, of course, like, any sort of final decision, things that impact employees, put a human in there. That is really where we want the people component to stay. Okay. So this actually maybe this slide, I think, comes after, homogony, your demo. So I'm gonna stop sharing. And if you're ready to share good. and walk through these, great. Yes, Okay. ma'am. Let's do it. So I'm gonna walk us through what benefits decision support looks like in the product today. I'm gonna attempt live to figure out how to share my screen. And we're doing I've got it up. Don't you? worry. Okay. Great. I was vamping for a hot second. Give me one sec. That's what's. fun about it up. it live. You know? You gotta demo, baby. Live demo only. Alright. So we're actually logged into, not a real RedLing account. It's a proxy account, but, my hope is to show you what the experience will look like for employees as they're going through their open enrollment. And so I've added, Popstar Tate McGray as my dependent, and right then and there, I am served this brief survey. So this survey is not gonna be shared with my employer. It is kept completely confidential and only used for the purposes of serving a recommendation. The survey is also completely optional. And so if folks don't wanna actually answer this, they already know what plan they're gonna pick. All they gotta do is skip it. And so it's questions like, you know, how often are you going to the doctor? Let's say I go moderately often. I'm taking some prescription meds. Maybe I'm planning on getting pregnant next year. You know, active life style. I I love to play tennis and pickleball. And I am actually pretty okay with a more limited network, and I have the preference of having more money taken out of my paycheck. Like, I'm somebody who's more risk averse. I submit that information, and what Rippling then does is serve me a recommendation. Because I said that, you know, I'm planning on getting pregnant, and I do active lifestyle, and I go to the doctor a bunch, and I'm more risk averse, it recommended a PPO to me. Makes sense. Tends to be for higher utilization folks. And so I'm also able to understand why this plan was recommended to me. It's telling me that, oh, it's because you want to have stronger protection against large medical bills, and so you're gonna be paying more out of pocket. If I expand that out, I can then see more information about it. I can either select this plan or choose to see other plans, and so that's what I'm gonna do because most folks want to go and see other plans and explore all of their options. But then you can also still see that this plan was recommended as, like, your best match, best fit plan. And then like I said, what if I want to compare plans? I wanna see what my options are, And, I have the ability to kind of use this table, look at the cost side by side, understand on a line by line level, like, actually what my cost will look like. But then you're looking at this table and you're like, okay. I I it's helpful that I can see these side by side, but what does this actually mean for me and my family? What does this mean for, like, the decisions I might wanna make? And so, for example, if I'm planning on getting pregnant, I can then see what that cost will look like for the plans that are available in my area. And let's say that I'm I'm considering managing a chronic condition again. I can, like, look ahead and compare and see how that cost will compare. And then let's say that with Rippling AI, I'm like, you know, I'm not actually seeing the scenarios that I want. So I'm planning on getting ACL surgery with physical therapy for three months. And I'll have Rippling AI actually do the work for me to help me figure out what cost might look like for these plans that are available to me. And so it's using the same underlying plan data, the same eligibility data, the cost data that's being used to populate this graph that you're seeing in front of me. And what it's doing is actually looking up in my area what are the comparable costs for the different kinds of items that might go into an ACL surgery or might go into physical therapy for a period of three months. And so once Rippling AI is actually able to run this query, look it all up, it then presents me with the information on, like, what those costs are gonna look like for me and my family. And then similarly that if I wanted to understand what those costs would look like for the preselected costs on the left side, I have this kind of hover state that explains, okay. Like, this is the breakdown. This is what I can expect to see. And so, like, we can see on the right side here, I was able to see, alright. So if I'm gonna get physical therapy for three months, it's like making this assumption. It's making an assumption on what ACL surgery might look like, and it's comparing the cost for me based off of the premium and the total annual cost. And, again, like I said, it's using the same underlying data that that graph that you can see on the left is. And so whether you're getting this scenario simulation with the user experience in front of you or if you're doing it with Rippling AI, it's the same data that's powering this this, like, underlying information. And so this is the experience that is live right now. If, you would like your company to be included, please reach out. And what we're gonna be launching, by October 23 is actually this ability to get a recommendation for every line of coverage that your company might offer. So, again, understanding what, cost might look like, what your options look like, getting that personalized recommendation across all of the available lines of coverage that your company has decided to offer, all in Redland. Oh, sorry. I struggled to unmute myself there. Amazing. Okay. I really like the personalization. I am a skier. So I always as I go through open enrollment, I love, like, a high deductible health plan with an HSA. And then every time, I have a little panic, and I think, what if this is the year on the mountain? And so I like the opportunity to actually play out those scenarios with some real data. We, as you were going through that, homogeneity, we got some really great questions. I think I'm. That's to group a couple of them together for you. And then anything that, like, maybe we don't get answered in the next fifteen or so minutes, okay. I can follow-up. will work on getting them answered in writing, and we can send it with the follow-up, recording tomorrow. Perfect. So okay. Perfect. The first one is, do you need to have the Rippling AI SKU to use these features? Yes, ma'am. So one of the beauty well, one of the more beautiful things about Rippling is that all of your data is in there, and it means that we're able to use Rippling AI with the benefits administration product to actually give you the best experience. And so you don't actually need to go to ChargeBT and, like, dump in a bunch of your company's benefits context and, like, your last paychecks and, like, your last, like, the plans you were enrolled in because, like, Rippling already has all of that. And so with Rippling AI, like, all that I was showing with being able to customize your scenario, learn more about recommendations, all of that happens when Rippling AI and benefits administration come together. If you don't have the benefits or if you don't have the Rippling AI skew, what you will still get is that basic cost comparison that I was showing along with those preset scenarios. So you still get the ability to, receive some comparison, some personalized amount of guidance around what cost can look like, But, really, the power of it comes when you have benefits admin and Ripley and I together. Cool. And you mentioned a date in October. I wanna say it was October 23. Yes, What. is okay. Can you just give us a summary of what is live now versus what we can expect in. a mere twenty four days? Yes. So what is live right now is exactly what I demoed. So that's the experience where you get a survey, you get to use that for a medical plan recommendation. With Rippling AI, you can get those personalized scenarios. Without it, you can just get the basic, cost comparison. What's going to be coming up on October 23 is the ability to get a recommendation for every line of coverage that your company is offering. So medical, dental, vision, life disability, critical illness, hospital, accident, all of these will be covered as well as FSA, HSA. So like you mentioned, like, the limited purpose FSA, like, understanding how that's gonna fit in with your medical plan, that is something that we can handle. And, in fact, we're even gonna be using previous selections that you make. So, for example, if you pick a high deductible health plan, an HSA is obviously like, you should be using that. Like, that's a tax advantage account. Like, Rippling has access to both of those things, and so we can help you kind of navigate and understand for you and your family, like, what might be the right thing for you. Okay. Another question that's come up a couple of times. Folks who do have the rippling rippling AI SKU may not be seeing the quick enrollment option, may not see some of the stuff that you shared. Totally. One, obviously, contact your account manager. But, Homogany, what, do you have any little product insights for us on that front? In terms of what you can do for benefits if you only have rippling air? Some people are, not seeing, like, the quick enrollment option. I see. I see. So that could be if you are on Rippling's PEO. It. could be if Rippling is your broker, because Rippling obviously manages or has a more hands on role with those kinds of clients. That might be a reason why. Otherwise, if you're using a third party broker, if you have the benefits administration SKU, you should absolutely be seeing the option for quicker notes. And if you're not, then please absolutely reach out via support, reach out with, via your, account manager, and we would love to get you set up. Yes. Definitely ping your account manager. Reference this webinar because then they'll know exactly who who and what we've. been talking about. Before I pull up the next question, we're gonna put a little poll in. If you are not sure if you have Rippling AI, if you are interested after seeing this, go ahead and answer that poll, and it'll stay up there as we keep talking. Another question we had come up. We talked about Slack a couple times because we are tech companies through and through. But, if other folks are using Teams or other chat platforms, Totally. can Rippling AI hop into those? Yes. In the very near future. So we started with Slack. Microsoft Teams is gonna be coming up shortly, and then we're working very closely with our internal Rippling AI product team to make sure that wherever your employees are asking questions, Rippling AI is there to support. And so, drop it in chat. Like, teams definitely hear that loud and clear. But if there's other ways or other, mechanisms through which your employees are asking you questions, I would love to know that as a product person. Yes. We it's a it's a scary thing to ask for, but we do love the feedback, believe it or not. It's it's very, very helpful, because you end up building these products, you get stuck, and you're like, we got it, and then you forget or you don't realize a couple of nuanced use cases, and that's. what everyone here is so helpful for. Okay. I thought this was a great question. Will either Rippling send out or is something account managers might have? Will there be a tutorial or suggested comms that we can share that we can share with HR folks to share with their employees about this new flow, like a quick enrollment flow so that, you know, when you're doing open enrollment and you send to employees what to expect, Totally. something actually adds up. Definitely. I think there's a couple of pieces here. The first being that, absolutely, we're gonna be creating a bunch of help center content around benefits decision support. What are the responsibilities or, like, the pieces of this that Rippling and Rippling AI should help with versus something that you should really go talk to your HR person or talk to a broker, like a licensed benefits adviser who has the correct authority to be able to, like, actually guide you in terms of recommending different options for you. So that's one thing. The other thing is for the open enrollment management piece, that's really where, like, the magic of Rippling comes alive. Right? And so your company, your comms, your preferred style of communication has to come together with, like, what Rippling already has. And so one of the beautiful things about the open enrollment management feature is, like, us being able to use Rippling AI to, like, create drafts of that content for you. And, like, look, when you use Claude or Codex, Chajeepti, to create content, it's not even gonna have half of the content that Rippling has. So we're able to get a lot farther. But, of course, we wanna make sure that the tone and the style aligns with your company and your company's values. And so that's really where, you know, the head work, the heart work, like, that all comes together. I will just add on there. I did I see I host, some sessions called AI Academy. Gentle plug in case people on the line want to come to them. There's one tomorrow. But I did one on open enrollment, and I used Rippling AI. I also did Claude and a couple other tools, but I did do the prompt of to Brianna's question here of, like, okay. My plan year starts January 1. I just got my renewal numbers from my broker. Can you build me a detailed work back plan along with the suggested comms I should make and the different groups of people? And because Rippling has an understanding of your employees, where they're located, all of that, like, good stuff. It auto kinda pulled out, one, a very good checklist for me, which was great. But, two, it was like, okay. You have some people in Washington. You have some Europeans. They are not gonna want any information about American open enrollment. And so, Yes. definitely use AI to help because it will streamline that, like, checklist note taking process drafting that's super helpful. Okay. Oh, we have a plug for Google Chat homogony for integration. Okay. Helpful. Okay. This is a very, good question. It's a a day a data question. What when you were showing, your prompt asking about ACL surgery and it was, Mhmm. like, through costs and all that. Where is that data coming from? Is it national or locally tied? And, like, what is the dataset it's pulling from? And then the fun question, what are the limitations of those datasets? I love it. I love to talk data. Yeah. Totally. So that graph that I'd shown, when I was doing the demo, it is populated by a few different inputs. The first of them is actually, like, the plans that you have configured in Rippling. So, like, all the cost data, the eligibility data, the, if you have, like, tiered pricing, like, we're using all of that along with data from a third party vendor that is collect that has claims. Like, it was like a transparency act that was passed in, like, 2022. It's basically that publicly available data that we're using and aggregating sorted by, ZIP code. And so we're able to see for a given ZIP code what were the claims that's, like, millions and millions of rows, and we use, like, an estimated average of those along with the plan data, along with the location to then give you that estimate. Obviously, the caveat and the limitation is this data is sourced from publicly available sources. We're obviously gonna be using it as an estimate. It's, like, not a guarantee of what your actual costs are gonna look like. We're doing it by carrier, but, like, if you know, like, Sutter Health in San Francisco is, covered by Blue Shield. So is Stanford. And those price points look very different. And so there we get, like, the magic of your provider, but at least it's a helpful starting point for someone who's trying to see, hey. Is the bar graph gonna be really large when I am clicking through my scenarios, or is it much smaller? Like, that like, the way that I explained it internally is, like, big bar bad, small bar good. It's like a helpful guide to, like, making a decision. Yeah. I that's that is a that's that's one to repeat to employees. That's one that, like, it sticks. Big bar, bad. Small bar, Small. bar good. Okay. Someone asked if they don't want this, enrollment support. Maybe that's not how their population does enrollment. Can. we try it Yes, ma'am. We know that benefits administrators and, like, this is your company. It's your employees. It's your enrollments. You might have, like you know, some companies have, like, a dedicated, benefits advisers, and you're like, hey. I'm paying for the service. I don't want rippling and this to conflict. In benefits settings, you will be able to disable able to disable. But you'll be able to turn off, the questions, like the survey, the recommendations, like, that'll all go away. If that's not right for you and your company, no problem. Cool. And then with quick renewals, which is very fun, but a lot as a lot of people point at pointed out, you know, sometimes plans have little nuance changes. So. is there an easy option to maybe copy last year's plans and then do small tweaks that way, or is that something we should take back for good feedback? We should absolutely take that back. Like, I think like, if you looked back to last year, 2025 open enrollment, we really did require you to click through. I think it's, like, something like 50 plus screens to make this change. And so as a product person, like, when you go down the list, you're like, okay. Like, what's the fastest way that we can deliver value? It's, oh, yeah. Like, 70%. 70% of our renewals, have no change but price. And so, like, you solve for that part first, and then you work your way down from there. Yep. So, like, aside from the pricing, also just learning, like, hey. High deductible plans always have deductible changes every single year. We should obviously solve for that. And so I think, like, next open enrollment, I absolutely wanna see us being like, allowing you to make some of those smaller tweaks, like copy paste over your plans, but we, like, let you edit those little details. And that's where conversations like this are just so helpful. Okay. Next question. We've got, like, two minutes left here, so we're gonna squeeze in one last question here. And there was a bunch it. of interest in the survey aspect that you had upfront. So the questions are, can we customize that survey? And I think, you know, the reasons to customize it might vary, but I'm curious. Can we customize that first survey, and what would you suggest if we cannot? Yeah. I think it's a fair question. One of the things that really matters to us is having a uniformity of experience. So, like, if the same person responds to the same survey the same way, we wanna make sure that we're giving the same recommendation. Like, in terms of our product integrity, like, that's the thing that really matters. And so that is the reason why we don't currently allow any customization. It's because, like, we wanna make sure that this product isn't discriminating really. And so that really matters. And so that's why we don't allow that ability to, like, pick and choose between the questions. But, of course, I know that the ability to control that enrollment experience is really important, and that's why we created like, as soon as we made this feature available, along with it came the switch to turn it off. I would love to understand, like, the ways that folks wanna customize so. we can create that flexibility while still maintaining that product integrity. I think that's, again, like, where conversations like this are so helpful because now that gives me a signal of, like, oh, this is a need. What like, what's underneath that need? Like, what what customization or flexibility do people need to, like, have confidence in the product that Brooklyn is building? Amazing. Okay. We are right at the forty five, so I am going to have us close. Here are my closing takeaways. One recording coming to you tomorrow. Homogany and I will look at all of the questions that have been submitted. If they haven't been answered or even if they have, we'll do a little q and a doc. If it doesn't get turned around by tomorrow, Yes. don't worry. It is coming. But we will also take a look at all of the comments in the chat. Super, super helpful feedback. Really, really informative for the product road map, which we love. And thank you all for spending some time with us today. This was fantastic, and I learned a lot. I hope you all did as well, and happy Wednesday. Thank you.