Rippling using Rippling: 4 ways we successfully recruit top global talent

Recruiting is key to any company’s success. But with unemployment holding steady at a low 3.9%, competition has never been tougher. It’s crucial for organizations to stand out if they’re among the 57% that plan to increase hiring this year.

Here at Rippling, we understand that better than anyone; our software helps more than 16,000 companies attract, hire, and retain top talent across industries. And when it comes to our own recruiting, we set the bar high. As the Senior Director of People Operations, I’m constantly pushing to improve our efforts so we can hire the right people faster. My partner in crime? You guessed it: Rippling Recruiting.

Rippling continues to grow rapidly, and our headcount needs to keep pace. But with many seats to fill comes many applications—446,746 in the last 12 months, to be exact. In the last year, we conducted 64,489 interviews (an average of over 175 candidates per day if you count weekends) and grew from 1,600 full-time employees to over 2,700 in 15 countries. In this chapter of rapid global growth, hiring is mission-critical for Rippling. So, how do we recruit quickly and successfully on a global scale and architect hiring processes that win top talent?

Come with us as we explore four of the ways we use Rippling Recruiting to find, recruit, and hire the talent we need.

1. We make referrals easy

Referrals are a great source of top talent. But that’s table stakes. Instead of giving our employees a form to share, we give them a link. It works faster, and Rippling employees send 60%+ more referrals via link than form. This simple process doesn’t just fill the top of the funnel. Many of these referrals make their way down the recruiting pipeline; 30% of candidates that reach the offer stage are referrals.

And with Rippling, HR data syncs to payroll. This lets you create a workflow so referral bonus payments are automatically applied to the next payroll run once the criteria are met. That means no more manually reconciling referral data to payroll.

2. We wow candidates

With such fierce competition for top candidates, it’s necessary to stand out from the crowd. That’s why we create personalized offer decks that include more than offer specs. They share the details of why we love each candidate, establishing connections and making them feel special.

“I was super impressed when I received a thoughtful, personalized Rippling offer deck,” said Alex Praeger, Global Content Strategist at Rippling. “I was between two companies at the time, and it gave me a glimpse into what it would be like working at Rippling. The ‘three reasons we’re excited about you’ slide was what really sealed the deal for me—it assured me that my strengths would be valued.” 

Many candidates had questions about their benefits, and routing them to an internal HR resource wasn’t the fastest way to get personalized answers. So, we built a benefits estimator that we now include when we send each personalized offer deck. Giving this sense of what it’s like to be a Rippling employee establishes trust and transparency early on. Employees have described this as “providing peace of mind” and “a unique feature not offered by any other companies” they were considering.

3. We streamline recruiting team collaboration

For many recruiting teams, communication takes place in ad hoc Slack messages, one-off conversations, and so many meetings that could have been emails. In the digital age, we expect the wealth of communication tools at our disposal to make communication and collaboration easier than ever. But when organizations are remote or distributed, and teamwork takes place across disparate systems, having access to a plethora of tools can actually pose more of a challenge to working in tandem with the rest of your team.

Rippling Recruiting houses interview notes and feedback all within the ATS, enabling seamless communication and collaboration at every stage of the hiring process. It also helps make interviews more systematic and scalable, a must for any company that’s growing as quickly as we are. The best part? Because Rippling is built off the employee graph, employees have the correct permissions they need from day one. There’s no need for HR team members to manually update permissions or keep company metadata, such as “department,” in sync with your other HR tools.

Rippling Recruiting Pro also features a built-in AI interview summarizer that saves us time by distilling key feedback from every interview and interviewer into a digestible set of bullet points that even surface during the offer approval flow. During a time when 45% of recruiters report using generative AI tools to automate tasks so they can spend time on more fulfilling work, the impact of AI-powered technology in talent management is only going to grow—and Rippling is on the cutting edge of it.

4. We realize the magic of full-funnel pipeline analytics

Rippling Recruiting gives us the data to view our entire talent pipeline holistically.

What does that mean? Rippling runs on a single source of truth for employee data, giving us limitless reporting capabilities. I have never worked with or even seen a piece of HR software that can come close to Rippling Reports’ out-of-the-box capabilities. And that’s before we factor in writing custom formulas and workflows! We can draw on data from across the organization and run reports that produce insights driving strategic decision-making. 

In this case, we compare historical average conversion rates all the way through our candidate pipeline to hire. That means we can estimate how many soon-to-be hires are already in our pipeline at any given time—or whether we need to build additional pipeline to fill key roles.

Let’s take this a step further. Since Rippling Recruiting is synced to our employee data, we can match our pipeline with our existing headcount plan, making it easier to forecast our hiring needs and support the organization. And with headcount and hiring always aligned, there are no surprises.

How will you use Rippling?

As you probably guessed, these are just a few of the ways we use Rippling—at Rippling—to help our company grow, succeed, and thrive. Recruiting is only the beginning; in future blog posts, we’ll talk about how we use Rippling for onboarding, talent management, and more.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.