Name: Manual to Magical: A Rippling Live Demo
Uploaded: 2025-06-03T17:46:11.116Z
Duration: 30 min 16 s
Description: Manual to Magical: A Rippling Live Demo

Transcript for "Manual to Magical: A Rippling Live Demo": Well, I'm in the Bay Area, and so it's luckily been warm for the last week or so. We've really hit that warm weather. Yeah. I'm jealous of that. We got rain all week. Oh, that is tough. Hopefully, spring and summer come sooner for you. Yeah. Thanks. I I appreciate that, Vanessa. For for those who have joined so far, first of all, welcome. Nice to meet everyone. Samantha, welcome from Baltimore, Maryland. For anyone that's in chat, feel free to drop in where you're joining from. I'd be I'd be curious to know where everyone is. Texas, California, Florida. Perfect. We got a very dispersed group. Lots of time zones here. Colorado. Hey. That's Mariah. That's where I am. Shout out Colorado. Nice. We have New Jersey as well. Peak City. Okay. Colorado. Utah. Nice. I love Utah. I haven't been to seek, but, alright. So few housekeeping things before we jump in. Looks like everybody's already doing this, but use the chat feed for your post comments and connect with our attendees. Shout out to everyone dropping their locations in the chat. You'll also notice up near the chat, there's a q and a button. Please submit questions through that q and a tab. This webinar will be recorded and shared with you tomorrow. And if you do have any questions after the webinar, there is an email link that you can reach out to. It is webinars@rippling.com. K. Perfect. So hello, everyone, and welcome officially. Thanks so much for joining us, for magical or manual to magical, a Rippling live demo, our new biweekly series where we show you exactly how Rippling works. No sales call required. Today's session is focused on how Rippling automates some of the most manual time consuming parts of managing your workforce. As we jump in, we'll quickly introduce ourselves. My name is Elias Clough. I'm an account executive here at Rippling. I've been at Rippling for just over four and a half years. Well, actually, sorry, just under four and a half years. And for anyone that is interested, I'll go ahead and drop my, LinkedIn in the chat here. Feel free to connect with me after the call. And my name is Vanessa Pham Nguyen. I'm an HR solutions consultant here at Rippling. So you can really think of me as your Rippling tour guide today as we head through some of those different workflows and processes to show you that. So really excited to be here for a conversation today. Cool. Before we dive into the demo itself, I wanna set the stage with a bit of context on what Rippling is and what makes it different because that's really the foundation for everything that we're gonna show you. I have a quick poll question for everyone. You'll notice this poll pop up on the bottom left. As I'm walking through this, which is the most time consuming for the for your team? And feel free to to be creative. I'd be curious to know what's what's taking up most of your time. And feel free to drop your answers in as we continue. But first, a little bit about Rippling. Rippling is an all in one platform that lets companies manage their people, spend, and IT in a single system. Unlike traditional payroll centric systems, Rippling is built around your employees. That means that everything, payroll benefits, onboarding, app provisioning expenses, and more is connected to a single source of truth for each person. So when something changes like a promotion or location update, Rippling automatically knows what to do across every system. So instead of manually updating lots of different tools, any change you make to Rippling will ripple out, of course. We call this the ripple effect, the idea that one change triggers all the right updates everywhere without extra work. So let's take an example. Let's say that Sarah here gets promoted to director and relocates to New York. In most systems, someone on HR IT would need to update her address for state taxes, adjust her benefits if her old carrier isn't available, grant access to headcount planning because of her new role, update her device, and change her expense policy to reflect director level limits. With Rippling, all of that happens automatically. Once Sarah's role and location are updated on her profile, Rippling instantly applies the right changes across HR, IT, and finance without anyone having to manually log in to multiple systems. That's the power of a unified system. No handoffs. No double work. Just one seamless experience that saves you hours and keeps your org in sync. From an employee's perspective, the experience is also seamless. They onboard in under ninety seconds, eSign documents, enroll in benefits, and get their work laptop preloaded with the right apps without IT or HR having to chase anything down. For admins and managers, Rippling handles the heavy lifting with built in automations, reminders, and workflows, whether it's approving time cards, issuing a raise, or managing compliance requirements. Now that we have a little bit of background, let's see how it all comes together. Today, you'll see demos for, a few things. First, starting out with onboarding, how we're going to turn the process that usually takes hours into minutes. We're also gonna cover payroll, where all of that data flows in real time so you can run payroll with confidence and zero manual syncing. And we're gonna cover compliance, how we're filling flags risks and enforces policies automatically so you can stay audit ready without manual tracking. Each demo is prerecorded so we can keep things sharp and focused. We'll wrap with a live demo pulled from the top questions submitted during registration and finish with the q and a. Please continue to feel free to drop your questions in the chat as we go. We'll cover them at the end. Let's see Rippling in action starting with onboarding. Let's take a look at how Rippling does onboarding. Rippling is known for onboarding new hires in ninety seconds or less, and once you're up and running, you'll see just how fast and seamless it really is. In this demo, I'm going to be pulling a candidate straight from Rippling's applicant tracking system. And because we're built natively in one system, the integration between all of our modules is extremely strong, and so we're going to pull as many fields of information as we can straight from recruiting so that you don't have to spend time entering data in multiple places here. We can directly hire someone straight into a headcount plan within Rippling. So we're going to be able to track how headcount moves throughout the year against your plan, track forecasting, budgeting, and all of those different aspects there. The highlight of Rippling is really going to be the ripple effect. So any piece of information that we're collecting in onboarding is going to start to create that employee profile. It's also going to update the employee profile as well as set up the employee downstream with the correct compliance courses that they need to take, the correct time off policies. Do they need access to time and attendance and everything downstream as well? It's also going to guide you through any workflow that you kick off inside of Rippling. We're automatically going to show you the next steps and create this automated checklist for you so you can get rid of your own manual checklist. And as you go through and select different options, maybe we're hiring someone globally as an example. You'll see that Rippling will instantly recalibrate to make sure that we're localizing that experience and collecting all of the correct fields of information. Maybe someone in India doesn't have a Social Security number. Maybe the address format is different as an example. And this even applies to the different employment types that you're selecting. Rippling is automatically going to guide you and really give you that step by step guidance as you go through different workflows inside of Rippling. You can also hire someone directly into an entity, and you'll also be able to select that exemption status here. We're going to continue and build the employee profile, really looking at that role information and compensation as well. You're going to be able to layer in different components such as a bonuses, equity, commissions, and you'll see that we can also have comp band data here so that we can make sure that you're hiring in those salary bands. And even if we do try to hire someone above that salary band, you'll see that it's going to trigger for that additional approval process. So we can always add in alerts, approvals, and guardrails that are really going to act as your line of defense. You'll also see that I have a signing bonus here, and you can determine when this person is going to get their signing bonus, whether it's as soon as they sign their offer letter as part of their first pay run or a certain number of days after they work. You'll also be able to set up any sort of custom fields whether you want to collect that information from an admin or from the employee. So the onboarding experience is going to be customizable here in the same way that I have my industry experience question. You're also going to be able to assign offer letters and any other onboarding documents using smart rules. So for example, if someone's hired in California on the sales team, they'll automatically get the right packet of documents compared to someone that's on the software engineering team. Rippling also handles EEO reporting, and you can create unlimited questions to collect anything else that you would need from new hires. This is where we're beginning to draft up that offer letter, pull in that start or expiration date as well as duties. And this is where Rippling really stands out. We have IT built into our onboarding flow, and what this means is that we'll give you three different options from a device perspective. You can purchase the device straight through Rippling, and we'll be able to ship it directly to your employee's house or to your office. We are also an inventory management solution, so you could keep your current inventory, but hold it out of Rippling warehouse. So Rippling is going to be shipping to the employee upon onboarding. We're retrieving it upon termination, and we can lock it, wipe it, whatever it is that you would want us to do with the device. Or we have the last option here, which is a self storage method where you can keep your inventory at your office. Just tell us where it's at, assign it to each employee, and because Rippling already knows who their manager, their location, their title department, no matter what option you use for the device, Rippling already knows what they're going to need in terms of applications, Google, Microsoft, Jira, Chrome, whatever that is, and we'll also be able to put them into the right groups within those applications. So thinking of the right Slack channels, the right Asana groups, whatever it is that you have integrated with Rippling. We also have a full password manager as well. So any shared passwords that the employee needs, we'll go ahead and share. And then we'll go ahead and provision their work email address. So you can customize what that work email address is, or you can go ahead and let the employee select that. From here, we're heading into the final step. So reviewing that offer letter. And, of course, you can make any sort of edits for any one off situations that you would like. We're going to go ahead and review everything that we've just entered and taken a look at. So making sure everything is spelled correctly, everything looks good. And we're towards the very last steps here. But being able to take a look at what Rippling is going to be able to do on your behalf, such as sending out that offer letter, those documents, You'll see what fields of information that we're going to collect from Michael here. And, again, all of these pieces of information are going to do what we call the ripple effect and ripple downstream into other parts of the platform, like the employee profile, updating it, and sending them up downstream with the correct permissions, the policies, and different places like benefits and payroll. The very last step here is just going to be sending that employee their registration link with Rippling so they can go ahead and start their onboarding process. Let's take a look at how Rippling does payroll. Rippling is going to be a full service payroll provider. So this means that Rippling will automatically calculate and file all of your taxes whether that's local, state, federal on a quarterly and annual basis. What's also very different about Rippling is that we've built everything from the ground up. So all of our technology is native and that even includes our own tax engine which is very different from the market. And what this means for you is faster, more accurate tax filings and also better support as we have our own internal tax teams And when you reach out to support, you'll automatically get routed to the correct pod whether you have a payroll question, that gets directed to payroll. If you have a tax related question, that gets directed to the tax team, and so on. You'll be able to set up your different pay schedules and automatically see these pay runs populate so you'll know exactly what pay run, what pay date, and when you need to approve by. Rippling is always automatically going to capture if there's anything funky, so make sure to call that out. And even in the case if you hire someone in a new state or someone transitions to a new state, we will automatically capture that and show you a blaring red alert that's going to then allow you to go in and set up your company in that stage there. We're also automatically going to create that automated checklist for you, and you'll also be able to pay salaried employees, hourly employees, ten ninety nine contractors, and even international teams in a single system. The first step is starting off with our salaried employees, and the salary amount you see here directly pulls from the employee graph. And because Rippling is built on one data system, what this means is if you hired Claudia in the middle of a pay period, if Claudia gets a promotion in the middle of a pay period, we will automatically know to prorate Claudia's salary so that you don't have to have a manual post it note that tells you, hey. I have to go into this pay period. Remember to automatic or remember to manually calculate Claudia's salary to then adjust. Deductions are automatically calculated as well, so you don't have to enter anything manually. All of that benefits data, medical, dental, four zero one k is going to roll into payroll automatically. Rippling also handles garnishments and any other compliance based deductions, which is going to cut down on error and give you and your team confidence that everything is going to be handled correctly. For hourly folks, if you are using time and attendance in Rippling as well, you are going to be able to have Rippling act as a layer of defense here. We will automatically call out if we notice something funky with anyone's time card, and you'll also be able to make any sort of edits to that time and attendance data from payroll. So you won't have to jump in and out of different modules. You can make any of those changes, approve any time cards directly in payroll without having to go in and out of different places, and that information will automatically roll back to time and attendance and update there as well. As mentioned, we can handle those contractors directly in payroll whether they are going to be milestone tracking, time tracking, or even batch payments. In this beautiful payroll summary here, you'll have a debit summary, so you'll be able to see the total of those direct deposits, employer taxes, employee taxes, as well as exactly when Rippling is going to debit your account. We'll make sure to call out any of those errors that we've noticed again. And then here at the bottom is a customer favorite report where we're comparing your current pay run to the last pay run or if you wanted to to be able to compare to the pay run before the last. And what this report is doing is it's calling out any sort of variances that we're noticing so that you can go in and deep dive to understand exactly, well, why does James Adam have a $28,000 difference? We can see that he's been working more overtime, more double overtime, and he's also has a bonus in here that's affecting his pay as well. Pay stubs are automatically going to be included here, but we do automatically notify your employees when they've been paid through the mobile app notification as well as email to go in and take a look at their pay stub. And this is going to have that time off balance, the earnings, taxes, deductions, and year to date totals here as well. Up top, this is where you'll be able to find that payroll journal report. So So what we're doing is breaking out those cash requirements, also breaking out at the employee level so you can break out individually, take a look at everything, and make sure that everything looks correct before you approve payroll. This report is also downloadable whether it's in CSV, PDF, whatever per format that you prefer so that you can double check and see exactly what's happening, what's changing to make sure everything looks good. Once payroll is approved, we'll then automatically push your payroll data into your accounting system with full general letter mapping and previewing. So there's no need to export anything manually or worry about syncing systems after payroll runs. We talked about that built in reporting already that's built in to payroll. But, of course, we do have a reporting module where you can go in and build any sort of custom reporting that you would want, and we do have hundreds of recipes or templates here that you can go ahead and start with, tweak as need be so that you don't have to build a customer for from the ground up. So super easy to add all of the data fields that you need, visualize this how you would like, filter, and you can even use Excel formulas, Excel like formulas to then customize reports, share them out. You can download them, export them in a PDF, CSV, Excel format. The idea is that we can have data built into one system that's going to be able to be visible to everyone who needs the data in order to do their jobs, and you can combine any sort of data that you would like from across modules as well, making our reporting tool extremely powerful. Now let's check out our compliance three sixty dashboard. One of my favorite features in Rippling, our compliance three sixty dashboard is a great way to just help you sleep at night. What we're seeing here is actually Rippling system automatically checking all of your employees for any compliance issues they may be running into. Think about overtime violations, minimum wage violations, rest break, or meal break violations. Rippling will call it out to you, but not only that, we will also give you a recommended solution to the issue and allow you to update the policy directly from here. And, of course, from an auditing perspective, we are always tracking any of your historical issues, so you can always come and pull this. But what I love about compliance three sixty is that you as an HR team don't have to constantly wonder and worry about what law and what state am I missing or forgetting. Rippling is taking care of you here and giving you all of the insights you could need. Cool. I hope you all enjoyed those demos. We're now gonna transition straight into our live demo with Vanessa. Thank you everyone for submitting what automations you wanted to see when you registered. It looks like the winner is benefits. Vanessa, let's see Rippling benefits. Sounds good. I'll go ahead and share my screen in. But as we head in here, the biggest thing to know is that you can really have all of the different elements from the beginning of the talent life cycle all the way to end. So thinking of headcount planning, recruiting, benefits, time and attendance to things like performance management, employee engagement. And so with benefits administration, we can fully automate that process. We can work with your broker to bring in all of those different plans that you have, the different carriers. We can also understand exactly what your contribution schemes look like, those waiting, those termination periods so that we can automatically assign, okay, it's time for open enrollment, or, hey, you're now eligible for benefits. And as we're collecting all of those enrollments, the important thing to notice is that we do have multiple ways to get those enrollments whether it's over to your broker or even your carrier. Directly in our benefits administration tool, we have form sending built in to get those enrollments over. We also support EDI and API feeds if you already have those as well. And the second key thing to note is beyond getting those enrollments over all of those deductions, Rippling will automatically calculate and then roll over into payroll like we saw earlier. So there's no manual maintenance of that data there. In addition to that, we really like to say benefits administration different plans, the carriers, the contribution schemes, everything is automatically going to happen for you and even approvals of anything. So you can layer on top approvals there. Now the other aspect beyond the admin is going to be that employee experience. So all of your employees are going to have access to all of the data that they'll need, whether it's going to be their pay stubs, any sort of w two documentations, or anything like that there. And you can access that straight from the mobile device as well. So they can go and submit time off, clock in and out, take their compliance courses on their go, and even access their benefits data. So if they ever lose their physical card at the doctors, they can just pull up the Rippling mobile app. They'll be able to see what their plan looks like and all of the details there. What's unique about Rippling as well is we also allow employees to have the ability to go in and submit their own qualifying life events, and we will automatically guide them in the same way that we do for admin. So we can see that automated checklist here. We'll know exactly what the next steps are. You're being guided as an employee question by question, step by step through the entire experience, and this is the same screen that you'll see in open enrollment here. But as I've added my new dependent, my baby, you'll see that the numbers will instantly recalculate even if I add my dream wife. So employees will be able to very easily see what the expected contribution is on them, what the employer contribution is, and if an employee doesn't remember what a co pay is or what a coinsurance is, we have these smart wizards here that are there to help the employee make the most comprehensive decision for them when it comes to benefits. And at any point, any employee can come in, have easy visibility and access to this data to then compare against their partners. Maybe their partner has a better benefits plan as an example. So at any point, they can come in, start this process, have that easy data access. And as an admin, you'll just get notified when changes are happening, and all of those enrollment deductions will happen automatically. Cool. Awesome. Thanks, Vanessa. With that, we've include concluded the live demo session. It looks like we do have some time for some quick questions. I'm gonna jump over to the q and a. Nathaniel, had asked how would integration work if you don't have all of the Rippling modules? For example, if IT is managed only in M 365. Vanessa, I'll let you take this one, but I'll just say, at the outset that, Rippling is a la carte. We offer 40 plus native products across HRIT and finance. So, you know, you you can pick and choose what you need Rippling to do. As far as integrations, Vanessa, I'll hand things over to you. Yeah. No worries. As Elias mentioned, we are sort of a pick and pull whatever a la carte module that you would like. A lot of our customers are not using our IT modules, and we have data connectors through Okta as an example to then still have that access to be able to provision laptops, the correct apps, credentials, and all of those things downstream. Yeah. Michael asked when do we receive the, gift card. Michael, they'll be sent after the webinar via email. Rest assured they are coming your way. Feel free to drop any other chats in here. I did have a quick question, Vanessa, while we're on topic. We talk a lot about employees being onboarded and and enrolling. What happens if an employee leaves? What does the off boarding process look like in Redline? Great question. Very similar to that onboarding experience where we're guiding you question by question. Same thing would happen in termination. So we'll ask you, you know, is this voluntary, involuntary? We'll ask you if you would hire this employee again. And then taking you downstream through the security measures, what do we wanna turn off access to their devices? Thinking through things like COBRA and even that final paycheck. So if an employee needs to get paid within the next twenty four hours, we'll show you what the different options are, calculate that, and create an off cycle pay run for y'all. Cool. Nathaniel, I also going back to your your question about m three sixty five, maybe worth noting that we do integrate with Microsoft. And one of the things we can do is both onboarding and offboarding is provision employees in and out of tools like m three sixty five. So if an employee joins or if an employee leaves in this case, we can give and remove access from m three sixty five. Cool. Jennifer, you're asking, will they still receive the $25 gift card? Yes. Just so you know that's coming via email after the webinar. Let's see. Looking through the chat here. I have I've What? How do we determine pricing for payroll, HRIS, time, etcetera? What do you think, Vanessa? I could probably take that one if you think. So Go ahead. Yeah. Pricing is done a la carte, Lisa. So what we typically do as part of the sales process is, we would kind of go through the list of products that, Rippling has, and we'd align on what you need and what you don't, and we'd be able to create a custom proposal for you that way. The way the Rippling prices in general is PEPO, which stands for per employee per month, and our our standard platform starts at $8 per employee per month. Laurie, I guess, probably have time for one more question. We currently use Justworks. How do you typically partner with benefits or businesses that use their services, especially an area where there's heavy overlap like payroll? Laurie, great question. The short answer here is that we compete with Justworks. We also offer PDO services similar to Justworks. So we do not integrate with Justworks. If you wanted to compare Rippling and Justworks, we'd be happy to do that. We'd probably wanna go through a kind of full PEO evaluation there. And I think that well, actually, sorry. One more quick one. You someone had asked Nydia had asked, can this tool be used for a company with more than a thousand employees? Absolutely. Yep. We have customers that are several thousand, employees right now. So we have, you know, an enterprise team that goes up to several thousand and an SMB team that goes down to as low as, you know, five. So wide range there, and and we can certainly, support companies any size there. Alright. It looks like that's all the time we have, have right now and all the questions we can answer. We will send a follow-up email with any questions we didn't answer. Thank you all again for attending this session. I hope you all have a better idea of Rippling and its capabilities. If you do have any additional questions, please feel free to reach out to, this email that I will or it's already on there. It's nls-mm-us@Rippling.com. And, yes, Travis, we do offer IT for global employees. So reach out if you wanna discuss that. Anyway, thank you all, and and hope everyone has a great rest of their day.