Amazing company - HR Advisor Rippling Employee Review

Rippling offers a rare combination of a powerful, market-leading product and a leadership team that actually practices what they preach regarding a flat organizational structure. Compensation is competitive and reflects performance. I truly value the autonomy I’m given to manage my desk and the freedom to execute my own strategy.

The workload is intense and requires strong time-management skills. Additionally, the onboarding and ongoing training are relatively informal, so you need to be a self-starter who is comfortable learning on the fly.

Smart, capable peers who care deeply about customers • Strong product with real market pull • Immediate exposure to complex customers and high-impact work

Extreme scope creep: The TAM role absorbs work from multiple functions without title, pay, or staffing adjustments • Impossible expectations: TAMs are expected to be experts across dozens of products and industries with inadequate training, documentation, or support • Renewal accountability without ownership: TAMs do the work that determines renewals — technical execution, risk mitigation, escalations — while credit and compensation sit elsewhere • Compensation regression: Pay bands have tightened while responsibility, accountability, and stress have increased • Intentional understaffing: Senior leadership has publicly stated that teams are deliberately understaffed as an operating strategy, despite clear downstream impacts on workload, burnout, and attrition • Consistently poor work-life balance: Escalations routinely spill into nights, weekends, and personal time • Micromanagement culture: Activity is closely monitored, second-guessed, and retrospectively critiqued regardless of outcomes • Deflection instead of solutions: Structural concerns about workload and sustainability are met with “be a team player” rhetoric • External-first leadership with rapid churn: Leaders are hired externally rather than developed internally, then quickly cycle out once exposed to the scope, pressure, and lack of structural support — leaving teams beneath them to absorb the fallout • Unrealistic ramp: New hires are expected to learn an enormous product surface area while carrying full production scope • Attrition as a multiplier: Departures immediately increase load on remaining team members, accelerating burnout • Low morale: Teams are exhausted, disengaged, and actively planning exits