Name: How Rippling Customers Save Time and Reduce Risk with 90 Second Onboarding and Offboarding
Uploaded: 2025-11-04T19:00:05.050Z
Duration: 1 h
Description: How Rippling Customers Save Time and Reduce Risk with 90 Second Onboarding and Offboarding

Transcript for "How Rippling Customers Save Time and Reduce Risk with 90 Second Onboarding and Offboarding": Alrighty. Can you hear me okay? There might check. K. Just to make sure everybody can hear me okay, welcome. Hello, everyone. Gonna give everybody a couple minutes to allow to join, get settled in. But while we wait, love to hear where everybody's from. So please, you know, in the chat, drop in where you're from. I'd love to see kinda how, how dispersed we are, just where everybody's from. Hey, John. Minnesota. Alright. Love it. Chicago. Alright. Florida. East Coast. Colorado. San Francisco. I will. Not too far from you. I am in San Francisco myself right now. Johnny Jackson. Alright. Missouri, Pennsylvania. I love it. And we got a good spread. We got the coast to coast. It is a little cold. Gonna be raining here in San Francisco in the next couple of days. Our winter season, if we have one in California, is is gonna happen soon. I'm sure those that, don't live in California are probably saying that we we whine a lot about our weather. Well, good stuff. Well, thank you. As we jump in, we're gonna be covering, obviously, a a couple of things. Rippling, if you haven't seen Rippling, very excited to kind of obviously show you that, do a live demo. But we're gonna be, you know, just diving in a couple different parts. So, as as we kind of, like, dive into today, you know, this is obviously, like, part of our, biweekly series that we're doing. So, please, as as we're going through the session today, please submit any questions, via, like, the q and a module in the bottom right. The webinar is gonna actually be recorded, so we will share it with everybody, specifically by tomorrow. If you have any questions after the webinar, please reach out to webinars@wrickley.com. And then also, obviously, as we're using the chat feature, please, obviously, post comments, connect with others. We'll have a q and a at the end of the session. Alright. And as we're diving in, obviously, this is, our biweekly series where we show you exactly how Rippling works. No sales calls required, so we wanna obviously just give you kind of a a a preview into the platform and the capabilities there of the ripple effect. Today's session is gonna be focused on just how Rippling automates some of those manual time consuming parts, of managing your workforce, through our unified platform of HR, IT, and finance and all of those coming together. Okay? And as we think about that, you know, what makes Rippling unique is our secret sauce around this this, how we structure data. If you have not seen Rippling or have heard of Rippling, we call it the ripple effect. And the ripple effect is intuitively built into the platform based off of how we structure data. So I'll get into that a little bit. But just to do a quick intro of myself, I'm Phil Coria, director of enterprise sales here at Rippling. I've been here at Rippling for four years. I've been in the space for seventeen, kinda come from the payroll space, have some, some experience in the Workday and SAP space from ERP perspectives, but I'll be walking you through everything today and giving you kind of a sneak peek behind the scenes. Also too, just in terms of, like, setting the stage with a bit of context of what makes this different is is really what I was getting into with the employee graph itself. It's really the foundation of everything that we do. You know, the employee graph itself is the connective tissue to the entire platform. So when we actually onboard an employee here at a bit, you're gonna see how, you know, selecting a couple of key attributes actually have the ripple effect of onboarding employees, sending everything over to payroll time and attendance and everything within the platform. But that is essentially kind of the BrickLink is an all in one system for managing all of your people, spend, and IT across, obviously, a worldwide workforce for global at the heart as well. So unlike traditional kind of payroll first tools, we start with the employee profile. So everyone does actually update and automatically flows to the right places when you make those updates. That means everything from, like, payroll benefits, onboarding, app provisioning, expenses, and so forth is all connected to that single source of truth, which is the employee record itself, And that's what we call the ripple effect. So here's kind of an example of that. So when you update a field, Rippling handles everything, like tax documents, benefits, device setups, expense policies across every department. So in this case, like, let's say, Sarah gets promoted to a director, and this could be obviously a situation where managers could do it and you could have approvals. When we if you set up another deep dive, like, after this, you'll be able to see kind of a lot of the flexibility there. But in most systems, like, someone in HR IT would need to distribute that new tax documentation for her to fill out, potentially adjust her benefits, from the benefits team based off her eligibility, and then update the master headcount plan depending on how you're like, you're managing budgets for those roles and updating her device. So with Rippling, all that happens automatically. Once Sarah's role and location are updated on her profile, we instantly apply the right changes across the entire stack as you're seeing here. So the that's the ripple effect. And, essentially, the same would happen, if it said moving to New York, Sarah, moved to Toronto. So think about global aspects there. Rippling would automatically send a compliant Canadian employee agreement and actually enroll in Canadian benefits as well. So we take the employee attributes themselves and kinda have all those compliance elements built in in terms of, like, you know, compared to, like, a US health plan and a Canadian health plan from that perspective. So all of those downstream changes will happen automatically because they're managed through Rippling. Okay? So, that's the power of the system. So, like, anyhow, it it minimizes a lot of the seed points and the efficiencies in terms of, like, saving you and the team hours and keeping everybody in sync with a lot of those updates. K? So, what to expect today? So what we're gonna be getting into just in terms of the platform is really now that you have a little bit of that context in terms of the background, the platform, how we're built, let's see how this comes together. So we're gonna be getting into an overview of onboarding, so how you process, you know, that usually could take a very cumbersome kind of, you know, kind of orchestration that could take hours, turn into minutes for the help of Rippling. Payroll, I'll show you a little bit of the payroll flow, where all that data flows into payroll real time in terms of a payroll summary so you can process payroll with confidence. And then how Rippling actually flags, compliance, it flags risk and enforces policies automatically where you're whether you're thinking about, like, policies, leave policies, you know, overtime kind of compliance elements as it relates to the states that we were all in based off of, like, where you have your employees. So you always say auto ready, and you don't have to actually manually track that stuff. So, again, feel free to drop your questions in the chat as we go. Team will help answer some of those. We'll cover them at the end, but we will, see Rippling in action. So let me actually share my screen, and let's take a a dive into the platform. So as that's pulling up, make sure everybody could see that. Yep. Okay. Great. So as we dive in, I just wanna be able to walk you through the platform here. So, essentially, this is the dashboard. I'm gonna get into onboarding. But when you first log in to Rippling, just to give you some additional kinda sneak peeks, these are what we call, dashboards. This is all a derivative of our reporting engine. So you can see here, like, these analytics are essentially all real time data based off of the employee structure data that we're housing inside the platform. So you can do a lot of really neat things here. We could build a lot of these dashboards, and and they're all essentially, directly native into the reporting engine itself. So you can see there's a variety of categories here that we could build. But let's go ahead and hire somebody. So on the left hand side, you can see your navigation in terms of being able to hire somebody and off board someone. I'm gonna go through the onboarding flow, but think about off boarding and unraveling kinda that yarn ball. That's what Rippling also brings to the table. You don't just terminate an employee in Rippling. You actually off board them truly to deprovision them and and take them off system access and things like that. So I'm gonna go ahead and hire somebody. I'll just show you the flow of being able to do that. And there's a couple things we could do here. We obviously integrate. We have our own applicant tracking systems. We integrate with applicant tracking systems, and then we also have the ability to add people manually as well. So as you're seeing this, these are the options, but we will bring all that data in so you don't have to rekey any of this data from your applicant tracking system. As we're going into the onboarding flow itself, you can see everything that's been built out for you. So the essentially, we turn on Rippling for you, and we have this onboarding flow delivered to you just as the foundation of the ripple effect. So as we build these this kind of onboarding packet, if you will, all of these attributes that you see on the left hand side are gonna be intuitively built to impact all of the downstream kind of, you know, kind of, inputs. So think about, like, payroll, the pay run they should be in, the policies they should be applied to. Are they a leader? Do they get a corporate spend card? Do they get devices and so forth? And that's essentially what we're doing. So I could actually I'm gonna enter these manually, but you can set up templates where all of these are essentially just done for you, so it makes onboarding very efficient. You can see here, like, we're gonna load up all your locations. So you can be able to select the locations of where you wanna hire that employee into, the actual employee type. So you can see all these employee types are gonna be very specific to you and your company. We handle all, variety of employee types, and then you can even load in multiple entities into into Rippling as well. So you could hire into these entities. You can, change and interchange them if you have intercompany transfers and then exempt, nonexempt. Based off those inputs alone, that's now gonna open up kind of this catalog of, like, how to continue onboarding this individual. So in this case, like, I select the manager, their title, their start date. We'll say they're starting at the end of this week. The department that they're in, the job family and level. So you could structure kind of the organizational hierarchy, essentially, to make it very specific to your org in terms of how you actually manage your employees and onboard them into those specific groups. We also have compensation bands. So think about compliance. We could use compensation structures that are attached to head headcount plans as well. So if you try to hire somebody within a compensation structure, that compa ratio, will give you guardrails and give your hiring managers guardrails in terms of how they hire those individuals. And then we also have kind of the documents that they get assigned here as well. So, essentially, you have different kinda compensation types that could be applicable to this employee. So you could also build these as well. In this case, we're just doing a base comp, and you could see we can load in target annual bonuses. We could do piece rate work. We could do signing bonuses. You can load all of that into this employee profile that flows over to the, to the, offload of that we're gonna see here in a bit. This is also custom field, so you can load all your custom fields into the flow itself that are very specific. So this is industry experience. So this could be a set of custom fields that you answer, or the employee does when they actually onboard into Rippling. Here are all the documents that we can also load as well. So think about all the compliant documents as it relates to, like, you know, offer letters, documentation as it relates to their, agreements specific to the states that they're in. We have all of that built out in terms of rules. So, again, based off the first flow, we hired them into San Francisco. We know this is a California employee. All of these documents are intuitively built to be part of the workflow so that they could sign, all of this when you onboard that employee and they get invited to Rippling, which, by the way, they could do on their mobile device. This is an expiration date, so offer letters that push out expiration dates from that perspective. So all of that gives you those inputs to be able to really get granular in terms of how you onboard them. This is a really neat aspect as well. So we have the ability to handle IT components of this too. So think about, like, actually shipping a device out to that employee. We have a warehouse where we could store all your devices. You could actually purchase devices directly through our store. Or if you have self storage computers that you wanna ship, you could also do that as well. You can see that we we do this globally. So I'll choose this this MacBook Pro. I will go ahead and check out here, place the order. And now when I actually when that individual signs their offer letter, it's gonna ship them that device. It's a really neat process. This isn't actually a component in terms of us provisioning system access when you think about the applications that your organization runs. So based off the employee type and what this individual needs on their day to day, we actually add that and provision that into all these different applications, which is an amazing aspect of the Rippling effect, and we work with your IT groups. Or if you're managing IT, like, being able to compress those and and create efficiencies there. We also could provision their email. So this is an aspect of us being able to provision the email as part of this flow, and have it be applicable to the domains that you have and how they actually get system access as part of that, you know, part of that kind of, onboarding process. So here's kinda we're getting to the end, and then I'll flip over to payroll. So this is where you, as the admin, will review this agreement, and make sure that all the inputs look good for you as this spins up. And what it's doing is doing all the check and balances. So this is the offer letter. So this is dynamic. Based off of everything that you actually inputted, it's gonna actually be live here in the offer letter that allows you to actually push this out to the individual based off of all the selections that you just went through. I will review the hires. This gives you a quick little summary, and then I get to the end. And this is essentially the Rippling effect from that standpoint. So this shows you the documents that are gonna be sent to Michael, the offer letter, the employee handbook, I nine information, to name a few. What we're gonna collect from Michael, and then we'll be able to complete that individual from an onboarding perspective based off that start date, and then that'll get cascaded into all the different kind of applications that you have within the platform. So really, really neat process from onboarding. A lot that we could do here, but that was obviously kind of a a a high level view of, like, the efficiency there, but a ton that we could get into as we get into the live demos. Let me flip over to payroll here for a second. As we get into payroll and we think about kind of some of the pieces around payroll that we wanna cover, payroll's gonna give you the ability to do a couple of things. Right? Payroll's gonna allow you to, automate a lot of the repetitive task, do a lot of the tax calculations, multi state compliance, and do the auto payroll setup so it all ties back to input. So think about, like, benefits. Think about time and attendance. All of those elements are flown into payroll in real time. So I'll come over here. I'll go to payroll. Let me process payroll. And you could have all of your pay runs set up. So if you have multiple pay runs based off of your entities and the pay types, we could have all of those on this dashboard for you. I will go ahead and just run a payroll for the team. And, again, you could see here too that I actually have salaried employees hourly. You could have all of your employee types in this pay run. What's nice about that as well is I just onboarded an employee. That could happen in the middle of a pay run. We could do all of the prorations as it relates to being able to pay that employee in the middle of the pay run. We also have the ability to do retro as well. So, like, we have some flexibility based off of when you add employees to your pay schedules, today or if you have limitations around that. We have a lot of flexibility as it relates to that. K? So you can see here, I can see all of my employees in the pay run. These are salaried employees, so I can see all of the deductions coming over from four zero one k. I can see them coming over from benefits. You see that they're grayed out. We have full 360 degree integrations as well with four zero one k. So when someone makes a change, it flows back into payroll, so it keeps everything very, you know, efficient from a compliance standpoint and audit trail perspective. Okay? Let me go into also my time and attendance employees. So when I was talking about actually time and attendance employees, in time data coming in, you can see here that I could come in here and go into an employee record and actually actually see that live pay schedule and that pay run. This individual doesn't have time sheets. Let me pull one up that has some in there for yeah. So you as an admin, which is really neat in payroll, like, you know, in my previous experiences, I would have to get out of payroll, go into time and attendance, obviously approve that batch, you know, make all my changes, go back into payroll, and make sure the payroll was updated correctly. I could actually update time cards and actually view time cards directly in the actual employee record itself and in the payroll flow, which is really neat from that perspective. See all the shifts, all the change requests, where those came from, the change history, and hours and rates. And what's nice about this too is this gives you warnings in terms of anything that has been detected from an anomalies perspective as it relates to, like, time and attendance benefits and so forth. So compliance is essentially built throughout the payroll. Now if I get to the very end here, this gives me the ability to review that pay run, and this gives you some really neat tools here. So what it does is gonna give me, essentially, a payroll change report before I even approve this. So I'm able to go in here and I'm able to see the changes. So you can see here that in this case, Adam Adams has made $1,700 more in gross pay. Well, where do those come from? I'm able to click into that and be able to see exactly where those changes came from and where the differences were comparative to all the pay types that I have. Again, it pulls up my time sheet. It shows that I have a bonus that I'm adding. It shows that he has making commission this pay period, and his salary increased a little bit, maybe potentially to a, a promotion or whatnot. But anyhow and then you can see all that history around that too. So everything is audit trailed from that standpoint. K? This this the payroll report's very, very, I think, impactful and I think very, you know, intuitive from that design in terms of being able to give you those tools to help you from a payroll perspective. You could also compare this to the payroll before last. And then lastly is the the ability to pull up, like, your payroll journal reports. All of that's baked in. The other piece of this too, which we'll do with you, is we have accounting integrations. So we integrate with a variety of tools out there, but once you process payroll, we have that GL kind of export being pushed to payroll, from that standpoint. Alright? So that is payroll kind of in a in a nutshell. The other aspect of this that I wanna pull up for you, is around compliance. We actually have a compliance three sixty app that does a lot of monitoring. So it does automatic monitoring of compliance. So think about, like, meal breaks, overtime, recommended actions based off those violations, and have everything be audit ready again. So if you go into the actual app itself, I could see my favorites, but it this is sitting under our HR kinda suite. And this compliance three sixty app gives you the ability to actually go in here and see all of those violations in real time. So what it's doing is essentially showing me and constantly scanning your employee data for potential issues. So think like meal and rest break violations, overtime, risk, minimum wage errors. You get alerts when something's wrong plus the recommended fix. So not just, like, here's the problem, but how do I fix the problem? So I could come in here. I could see what the problem is, what the data was detected, and the actual recommended solution. And I could actually update the policy directly from here, or I could go into the time and attendance app, and I could fix that policy as well. What's unique about Rippling is based off of those locations that we added in the very beginning, we deliver all of those compliance elements as it relates to state. You know, kind of over time, you'll break kind of rest break policies. So we give you a starting point, then you could actually add your your custom policies around that depending on kind of, some of the configurations that you wanna add based off of those pieces. So that's what's really neat about what makes this so kind of unique and proactive. It puts you in a very proactive state of reactive instead of a reactive state, and we don't wait for you to run a report. We're literally, like, if there's a violation, you'll see it flagged here. It'll show up on your home dashboard in real time, and then you can also customize all the rules by location as well. So, again, every issue is logged with a full paper trail, so you don't need to essentially, respond to an audit or legal request. It's all right here. We have the ability to obviously see what happened and why it happened, to keep you and the team and the company protected from a risk mitigation standpoint. Alright? So, essentially, that's in closing kind of a a preview of who we went through onboarding. We went through payroll. We went through our compliance three sixty app of, like, what we deliver from those aspects. And that's where Rippling keeps everything from, like, you know, payroll HR and IT as you saw it all in one place. There's no jumping between systems, which I really love, like the payroll examples, of being able to see time data in the flow. And, again, it just gives you just much faster, more accurate, kind of, experience in terms of, like, saving you and the team time from a lot of those downstream kinda manual duplication efforts, and that's really the ripple effect. All of this is really connected and goes back to the employee record itself, which is really neat in terms of, like, how the team, can manage the day to day and where everybody's impacted by that. Alright? So with that, we've concluded the live demo, session. So as we head into the q and a portion, you know, I have one question for you. What would you like to see in a custom demo, in terms of what you just saw and what Rippling could do? We'd love to show you how it could work better for your needs. So, like, as you set up that custom demo, think about, like, some of the things that you wanna dive into. So, anyhow, there's a poll in terms of, like, being able to do a couple things here, or there may be like, you could book a demo directly from here. There's also the ability to actually set up follow-up sessions. So, like, we would love to take a deep dive for you. So let me actually look at some of the questions and actually stop sharing here. Alright. I'll try to go back a bit. So okay. So these, okay. So somebody answered one. Does retro payroll come with a fee? No. It does not. Retro payroll is just part of our payroll kind of engine. It allows you to do all of the above, but it's not. And what's unique about pay Rippling payroll, it's all tied to a what we call a platform. So you could have as many pay runs as you want. There's no base fees, and we don't charge for w twos at the end of the year as well. Is it possible to utilize the platform minus payroll functionality? You can. So, Janelle, there's an opportunity to just stand up the platform. So you can see from this info graph, we do have the employee graph, which is the platform, and then everything is built around that. We, would just need to talk through what that looks like if you were to keep payroll separate because payroll is so deeply embedded into that employee graph, but we we could we could talk through that and scope that out with you if that's ultimately what you decided, that was best. Other than payroll, what are the compliance outliers? Would you, you know, you think about, like, you know, like, time and attendance is a big piece of it, but we have, like, people that have missed documents that they've signed, maybe I nine verifications from employment, authorization verifications. So anything related to that, anything related to anything, you know, kind of compliance driven around payroll benefits and time are really what all feeds into the compliance three sixty app or maybe even, like, you know, compensation as it relates to specific kind of geos as well. So there's a lot of areas around that, but we have a cool a full kind of library on everything that's included in the three sixty app. How can I change the employee's medical insurance deductions amount if needed? So that's all based off classification code. So if you wanted to do that, that could either be per the plan in the benefits app because the benefits app is auto feeding payroll, or you can manually override that in payroll. There's options to do that depending on what the situation is, you know, if you were changing the medical insurances for that payroll or ongoing. But there's there's an intuitive way of being able to do that in the benefits app. Does Rippling have its own LMS system? We do have our own LMS system and time and attendance system. So we have a full learning catalog, that is essentially all compliance courses. We have 27 compliance courses that are baked into actually the platform. So think about everything from sexual harassment training to privacy and data compliance, like, laws to, phishing, you know, kind of, like, requirements. We have all of that, and that's all per state as well. So California, Texas, and New York is an example, have different, sexual harassment training courses. Those are all delivered to you. You can also load your own courses and build your own courses inside the platform as well. And we do have our own native time and attendance system and scheduling system. Those are both obviously part of one and and each other, so we do all native track tracking of time. We also have the ability to push out schedules, and all of that's natively built. Everything that Rippling and you saw today is all built from the ground up, and all of those different applications are directly plugged into the platform. We do background checks. So we use a tool called Checkr that's directly built into the platform so you could do background checks. That what's really neat about that is Checkr seeds all of that information back into the platform. So you could see in real time, if and you could put policies around that too. So if someone needs to actually go through a background screen, get actually approved before they sign off a letter, you can put those policies in place. But the whole verification process is all directly built into the dashboard, within the verification app itself. So it's a good question, Carissa. Michelle Lane asked, are you able to use personal action forms that pull up updated changes? You can. So there's a there's a couple different kind of approaches there. We have a performance app that documents all of this, that allows you to put a lot of those parameters in place. But we could put personal action forms in place, PIPs in place. We do full calibration, and we do full kind of, review cycles that could be kind of integrated into that. We also have one on ones depending on if you do that as well, like, in terms of how you wanna track those personal action forms, but they do pull in all the updated changes as it relates to their job. And that's what's really neat about it because those those documents, as you saw in the offer letter, are not they're not static. They we call them dynamic fields. So, like, say, Phil Coria, my title or my job change, that would actually flow over the personal action form. Michelle, and all of that's updated. So that that helps from that aspect, which is a really great question. Jessica asked, can Checkr handle international checks? Trust me, they can. They are an international, you know, kind of, repository in terms of being able to handle that. We could choose specifics there. We obviously are global ourselves, so we wanted to partner with a company that that delivered global background checks. So that is something that we can handle depending on where countries and what countries you're in. We usually do a scoping, kinda session there, Jessica, but they can handle international checks and drug screens. Yeah. I love it. Keep the keep the questions coming. We have five minutes. And as we wait for a couple of other questions, as you think about the platform, I'll end with this as well. What was really neat about just the experience that I just went through, they're not modules. So I think what's really interesting is that, the actual platform itself, is is restoring your data in one place, which is the platform. You have one source of truth. If you think about a traditional kind of, like, you know, kind of stack, you have to replicate data over and over again and integrate that data. So you see all the applications that sit on top of the platform. Those are all functional applications. They're not modules and they essentially serve a purpose. In this case, it's like payroll, HR, IT, finance. You could you could just turn the lights on for only HR and payroll as an example. You don't have to have the entire suite. But the platform is intuitive, and that's what needs to be stood up first. And then you look at the AI ribbon on the outside of that. We're doing some really, really neat things. Like, I could literally go into the platform. I could say, hey. Build me a report that shows gender by compensation by department, and it'll literally build that report for me, in real time. So AI is a really, really neat and powerful aspect, I think, because of just the way we structure data and the way we could actually leverage AI across an entire platform and not just have these individual chatbots. No. I think, so I don't know first name, but Norgat, t Norgat. So I'm interested in whether Rippling is more advantageous for longest average companies or if it's also effectively supports newer companies and start ups. Specifically, can Rippling cater to the unique needs of newer companies as they determine best solutions for their operations? That's absolutely, Tienauregard. So I think Rippling, all of our 25,000 clients all leverage the same platform. Now the functionality and what you need out of that platform could change whether you're a 8,000 employee company or a two employee company. We work a lot with YC kind of combination companies, work a lot with VC backed companies as well, so a lot of start ups. We've seen a lot of companies scale. Like, Anjuril is an example of that. They started with, I think, like, a 100 employees, and now they have almost 8,000 employees. So we have much, a ton of flexibility and a lot of, options in terms of how you scale as an organization. We can handle all of that inside a single instance. So we work a lot with start up companies for that exact reason. So we definitely definitely could help you as we're getting going. And the consumption of Rippling is really where you could phase as the company continues to grow and scale in terms of what you need a a a platform like Rippling to to solve from an operational's perspective. Alrighty. I think we're getting close on the on the last couple of we have a couple of minutes. Any, any last questions? Hopefully, we got some demos booked. We would love to work with you. And, again, if you if you are in my space, I work in our upmarket space, which is anybody that has companies at 250 employees and above. So if you do request a demo, please mention me. Please mention my name. I'm one of the directors for the entire region, so I will be able to support you in that aspect of it. But please mention me in terms of that and what you'd wanna see, and I would love to work with you if you do end up working with my team, as a whole. But all of our tools and NSEs obviously cover the gamut from employee size up and down. Alright. Alright, team. There's no other questions. I think we're good. Let's see. Of course. Thank you, team. Thanks to everybody for joining, and actually, you know, kinda going through the process of this. It was a pleasure. Hopefully, you learned something about Rippling if you've never seen it. Hopefully, it it showed you some of the unique kind of differences of us comparative to other tools in the market or if you've seen Rippling Rippling again, being able to dive into a couple of those pieces. I think there's one last question. So there's an email question. We're trying to figure out what compensation strategies we grow, how can we help us make sure we're paying people fairly and that we're not accidentally going over budget with the new higher salary. So that's what's really neat about Rippling. So we have the ability to do a couple things there. We have a compensation app that allows you to load all your compa ratios as it relates to, roles and actually locations. We also could bring in data from a benchmarking perspective to give you the ability to benchmark kind of compa ratios as it relates to roles and locations and titles as it relates to kind of industry standards across the national kind of, you know, kind of benchmarks that we've seen. And what's neat about that is, like, if you actually hire into a role, we will either set approvals or we'll set kind of thresholds as it relates to those pieces. So then that way, from a budget perspective, you have budgets attached to plans. We call it headcount planning that allow you to really forecast and kind of hire into those budgets to keep all of that kind of consistent and linear from a continuity perspective so you're not overpaying people, and then also have visibility in terms of those ratios as well. So there's a lot of, like, workflows that we can put in place to to give you guys the ability to monitor that. Travel. Last question, Barbara. Thank you. Is in the finance module, it is. So we actually have a booking tool, which is really neat. It was actually a recent release. So think about, like, you know, those tools where you can book hotels and book airfare. We at Rippling Travel. I travel quite a bit and use that tool a lot. But thank you again. Appreciate your team. We ran up against time. I love all the questions, and it was nice meeting everybody. Have a wonderful rest of your day.