Rippling now integrates with Brex, bringing the first way companies can automate their corporate card administration.
Integration Quick Look:
What is Brex:
Brex is a corporate credit card that helps ambitious companies scale
Automatically issue corporate cards to new employees during onboarding, and disable their card during offboarding
Automatically set spending limits based on employee data in Rippling (department, location, role etc.)
Automatically create/disable Brex user accounts
Who should use it:
Companies looking to cut time managing corporate cards and expenses.
What is Brex?
Brex is the corporate credit card that helps ambitious companies scale. Built on the Mastercard network, Brex accelerates entrepreneurs and their companies by offering no personal guarantees, instant online signup, higher limits, best-in-class rewards, and automated expense management.
How Brex Integrates with Rippling:
Brex now integrates with Rippling to bring you the first way to automatically issue corporate cards to your employees during their onboarding process. With this integration you can easily issue and manage corporate cards directly from your Rippling dashboard. Define criteria to pre-determine which new employees will be issued corporate cards and then configure their spending limits so that they are up and running with Brex on day 1. The employees’ departments and locations also will flow through from Rippling to Brex, so all their transactions will automatically categorize correctly in their Brex account. Additionally, card policy management extends to changes in employee status in Rippling, such as transfers or title changes. For example, if an employee gets promoted, their spending limit can increase, or when they leave, their card will automatically cancel. These automations saving you and your team hours in administration.
Get the most out of Brex + Rippling:
Customize which employees get a corporate card, so depending on location, department, seniority level, or role, the right new hires are issued cards automatically with the appropriate spending limits.
Set when employees receive their corporate cards and automatically issue a virtual card to activate on their first day.
Pre-determine what employment status changes will affect the card privileges in the future, so when your employees get promoted, their spending limit automatically updates in Brex. In Rippling you can create employee spending limit groups and configure them based on employee data (role, department, seniority level, etc).
Go to the Rippling App Store, select Brex, and click “Connect.” You can go directly to the Brex app here.
Today, we’re opening Rippling (and our benefits administration software) to every employee benefits broker in the country, so they can go head-to-head against digital brokers — and win.
For the first time ever, brokers — and their clients — can work together in one integrated, modern HR and BenAdmin system that can successfully compete with the new wave of digital brokers, like Gusto and Namely.
No more duct-taping disconnected BenAdmin systems (like EaseCentral, Employee Navigator, and Bswift) together with legacy HR systems (like ADP, Paychex, and Paylocity) to meet their clients needs.
No more forcing businesses to leave their current broker for a digital broker, just so they can use modern, all-in-one HR software.
With Rippling, you and your clients can get the best of both worlds: our modern all-in-one HR and IT software and your high-touch service.
How Rippling is changing the game for brokers
Many of the top 20 national firms, as well as smaller brokers across the country, are already using Rippling to:
Win business from digital brokers, and protect groups from churn. Whether you’re trying to pull groups off Gusto and Namely who’ve outgrown the digital broker model, or you’re trying to protect your own book of business, we can help. When we partner with a traditional broker to compete against digital broker platforms, we have a 75% success rate.
Switch groups off PEOs. We make it incredibly effortless to move groups off PEOs–all you have to do is get quotes. We can implement an entire company of several hundred people in a few weeks, including setting up and kicking off open enrollment.
Keep groups happy, by recommending better tech ahead of renewal. By proactively referring Rippling to your customers ahead of open enrollment, we can help solve real efficiency problems for your customers. We provide 1×1 product demos for your clients, and work closely with you to present a united front.
Automate carrier fullfillment and reduce OpEx costs. We have a dedicated partner team that handles end-to-end implementations for all mutual clients. Once up and running, we can handle all carrier fulfillment for new hires, terminations, QLEs, and demographic changes.
What makes Rippling different from other all-in-one HR Platforms and BenAdmin systems?
Rippling takes benefits management one step further
Your clients can get all the benefits (pun intended) of working with a powerful all-in-one HR system, while still getting the traditional broker experience throughout the year and at renewal time, including:
Online quoting and enrollment – for new groups, renewals, hires, terms, and QLEs
Automatic carrier fulfillment for small groups and large groups*
Automatic sync between payroll and benefits deductions
Automatic COBRA administration, from notice delivery to payment collection
Automatic administration for HSA, FSA, and Commuter Benefits
Automatic ACA, Section 125 (POP), SPDs, and ERISA compliance
Rippling can scale with your clients, from 2 to 1,000 employees
Most BenAdmin platforms are built specifically for brokers and offer a wide range of functionality, but they often lack the sleek and modern UI that companies and their employees love. With Rippling you don’t have to compromise — we’re the first platform to offer all the feature functionality brokers need with the design to make your customers and their employees excited about the software their broker brought to the table.
Support any contribution scheme imaginable
Complex support for voluntary life insurance, including EOI forms
Worksite Benefits like Accident, Critical Illness, and Hospital Indemnity
Customizable email communications and event management
Complex workflows, approvals, and audits
Rippling can also compete feature-to-feature with robust platforms like ADP Workforce, BambooHR, and Ease so your clients won’t have to switch systems as they grow from startup to medium-sized businesses. Rippling can fully support employees and contractors, in all 50 states and internationally — customers only need one system for a global workforce.
Manage all your clients in a single dashboard
Whether you have dozens of clients or hundreds, you can manage all of them in a single place.
Add collaborators in your firm who only have access to the clients they manage
Manage tasks around enrollment processing and confirmation
Search and filter for specific events like new hires, terminations, or QLEs
Manage client billing if you choose to cover the cost for specific products
Get updates and alerts about important upcoming events, like open enrollment
Rippling goes beyond HR, and helps companies streamline their IT, too
Rippling is the world’s first way for businesses to manage their HR and IT — from their employee’s payroll and benefits, to their computers and apps — all in one, integrated system.
In just 90-seconds, a company can set up (or disable) an employee’s payroll, health insurance, work computer, and access to third-party apps like Gmail, Microsoft Office, Slack, and Salesforce. And, when a company updates an employee’s department, for example, that update instantly cascades across all of those same systems. It’s a huge time saver for you and your clients. You’ll find that for many of your clients today, the same folks you have relationships with across HR and Finance are responsible for managing the IT admin work in their company as well.
No fancy certification programs, no exclusivity, no rev share partnerships. Just the idea that our mutual customers should get to choose the best technology solution for their business, and not be forced into a broker relationship they don’t want.
Get Rippling BenAdmin included if you refer an existing customer who is currently on a BenAdmin system to Rippling by October 31st. After October 31st, you and your clients can get 50% off our BenAdmin system, and 10% off all other Rippling software, from payroll to app provisioning.
Automatically process your enrollments for new hires, terms, and QLEs*
Access to Client Command Center. A single dashboard to manage all of your clients, built from the ground up just for brokers.
Receive live 1:1 Training and dedicated support.
If you’re interested, we’d love to talk. Simply request a demo here and a member of our Broker Partner Team will schedule a 1:1 introductory call.
We took an unusual approach in raising our A, starting with the fact that we had no formal Pitch Deck. Instead, the centerpiece of our fundraising materials was an Investor Memo, which laid out our pitch in prose.
Accompanying the Memo were 46 slides of metrics, projections, and detailed methodology footnotes; rather than share these as siloed Excel sheets at the diligence stage, we packaged them before the pitch. Memos are great for storytelling, but data needs to be presented visually, and this is where slides thrive.
Fundraising success is ultimately driven by the business you’re building and the problems you’re solving for customers. The quality of the materials you prepare and tactics you use during the process are a much less important optimization. But we want to share our process because we think some of the things we did could be useful to other entrepreneurs and could help fundraising proceed more smoothly for both companies and investors.
Goodbye Pitch Deck, Hello Memo
Download a lightly-edited copy of Rippling’s investor memo here.
Pitch decks are the default format for startup fundraising, but they have one major downside: they’re merely a visual aid to accompany an in-person presentation. The spoken presentation is as important as the visual one but, inevitably, you’re not always there to deliver it.
The associate you meet with early in the process can’t forward the spoken part of your presentation to their General Partners. One GP will really dig in with you and understand the business backwards and forwards—but the rest of their partnership might only breeze through your deck. And something’s lost when you can’t be there to walk someone through the deck in person.
In contrast to a pitch deck, a memo has a number of distinct advantages:
It’s standalone. You can send the memo in an email and don’t have to worry about someone reading it without you there to walk them through it.Investors can read and digest the full pitch before they even meet with you, which means when you do meet, that time can be used to dig in on questions and objections, instead of spending the entire time performing “the pitch.”
It requires less up front face time. Not every fundraising process is competitive but when it is, things move quickly and the rate-limiting factor is often your time as an entrepreneur.There are only so many hours in the day, and this imposes a natural constraint on the number of firms you can seriously engage with. Sending a standalone pitch memo up front helps you, and the firms you’re pitching, quickly identify whether there is interest so they can either make your company a priority, or let you focus your efforts on firms with which you are a priority.
It aligns more closely with the material your sponsoring GP will ultimately put together about the investment. The final step in a VC’s evaluation of an investment in your company is usually a Monday morning full partnership meeting.If you’re fortunate enough to get this far in the fundraising process, you’re not the only person in the hot seat anymore.
Typically, the General Partner who is looking to lead your deal has to write a memo laying out the case for the investment. So while you’re practicing in front of the mirror on Sunday night, your GP is poring over their notes about your company and deck to prepare their memo for the partnership. If you’ve already written this for them, it makes it more likely they’ll present your company in the right way to their partners.
Putting Diligence First: The Metrics Deck
Download a modified copy of Rippling’s fundraising metric deck here.
Our memo shared the story of Rippling — the problem we’re solving and why, where we might be headed, and how we’re going to get there. The Metrics Deck showed investors a clear view of Rippling today.
Our goal was to anticipate every question and data request that investors would have, and provide it to them up front, so firms that were excited about the opportunity would be able to move quickly and wouldn’t be blocked on us pulling material together. We didn’t anticipate every request, but most of the information investors needed was prepared in advance, which meant the most interested firms could move quickly.
Our fundraising metrics deck included:
A summary slide of KPIs: Total ARR, Last 4 Months MoM Growth, YoY Growth, 12 month Cohort Expansion Rate, Average NPS Score, Sales Rep Payback Period.
Core financial growth metrics: Bookings ARR, ARR Growth, Cohort Percentage of Expansion, Expansion ARR in dollars compared to the sum of downgraded and churned ARR, Gross Margins, Burn Rate.
Sales and marketing efficiency metrics: Demos Scheduled by Source, Quota Attainment, Average Deal Size, Cash on Cash and Sales Rep Payback, Customer Acquisition Cost, CAC Payback Period, NPS Score.
At the end of the metrics deck, we wrote out detailed footnotes for each slide; we clarified how we cut the data, how we calculated the various metrics, and any other assumptions we made. This drastically cut down on the number of emails we traded back and forth with VCs clarifying what exactly each chart showed.
Finally, we included an appendix deck with additional data we thought investors might want to see, but which seemed too detailed for the main deck: sales rep ramp curves, close rates from demo by segment and cohort, revenue by industry, and a few other items.
Again, you can download a modified copy of our fundraising metric deck here.
Partnering with Kleiner Perkins
We are thrilled to be partnering with Mamoon, Ilya, and Kleiner Perkins. Ultimately, they invested in us because of the Rippling product customers love, not because of our pitch materials. Nonetheless, we hope this approach helps other startups with ambitious ideas receive funding.
Kleiner Perkins was probably the only VC firm I could have named when I was in high school, and I’m thrilled to be able to call them an investor in my new company. I’ve known Mamoon since 2013, and have wanted to work with him for years. I’m excited to have him join Rippling’s board of directors, along with Prasanna and myself, and Ilya Fushman as a board observer. Mamoon and Ilya have played a critical role in building some of the Valley’s iconic SaaS businesses, and I look forward to having them on the team.
Rippling solves an unsexy problem I’ve been passionate about for a long time — the administrative pain of disconnected business systems, and the accompanying grind of managing information about employees in hundreds of different places.
Most people think of employee data as an HR problem — but we’ve found that information about employees is scattered across almost all of a company’s departments and systems. On the most basic level, each of these systems needs to maintain employees’ login credentials to authenticate their access; many systems well outside of HR also need to know an employee’s department, role, manager, or level within the organization.
Rippling is the first employee system that works across the entire company — not just HR. We call this an Employee Management System to distinguish it from traditional payroll and HRIS, because Rippling integrates broadly across the entire company to automate wide swaths of administrative work.
This is particularly critical for IT. A great deal of the daily administrative work performed by IT professionals is ultimately about controlling access — who should have access to what systems and software within your company? How should those users be configured within those systems? What level of permissions should they have?
Those questions are, in turn, really about ‘who are your employees?’ and ‘what is their role or level or function in your organization, and therefore what type of access do they need to do their job?’ These are fundamentally questions about the employee record.
By tightly integrating HR and IT together, we can free up time for businesses by eliminating most of the administrative work it takes to onboard, manage, and offboard employees.
For example, when you hire someone in Rippling, we take care of their payroll, benefits, and new-hire paperwork in seconds — but we can also ship them a preconfigured computer, set up their keycard access, and even create their user account in all of the cloud apps your company uses, like GSuite, Slack, Github, and Dropbox.
In fact, Rippling integrates with over 500 different apps, from Salesforce to AWS — something no other HR system can claim.
Fundraising, of course, is not an accomplishment in and of itself, but it is a rare and humbling moment of outside affirmation that we’re on the right track. This financing will help us double down on product and engineering, build out the G&A infrastructure of our company, and continue down the path ahead.
Rippling is the world’s first way for businesses to manage their HR and IT in a single Employee Management System. A business using Rippling can click a button to onboard an employee, and instantly take care of their:
Today, we’re launching a best-in-class, all-in-one HRIS, payroll, and benefits system. But Rippling itself isn’t just an HR system. It’s a level deeper in the stack—a system for employee information that connects to all your key business systems and automates manual processes across the entire company, not just HR.
We call it an “Employee Management System” rather than an HRIS, because it’s not just for HR.
It may seem unusual to combine HR and IT into one system. But we think this is the future for these software categories because both the HR and IT departments are fundamentally concerned with who your employees are and what their roles are in your company.
HR + IT: The future of work.
IT manages employees’ access to business systems: who should get access to what and what policies or configurations should apply. This is the foundation of IT security and the cornerstone of IT professionals’ day-to-day work. But this is ultimately about who your employees are and what their role is in your company
HR owns the systems that track employee information such as roles, departments, managers, titles, compensation, and so on.
By creating an Employee Management System that sits underneath both HR and IT, Rippling gives you one place to manage all your key business systems, automate manual work, and save time.
For example, with Rippling:
You don’t have to manually add new hires to an email list—you can specify that “all support reps” should be added to email@example.com.
You don’t have to manually install Excel on employees’ computers—you can say that “everyone in Finance” gets this automatically.
You don’t have to create user accounts in Salesforce when a sales rep joins your company—you just tell Rippling that “all sales reps” get Salesforce
Then, when anything changes about an employee, all of your downstream business systems update as well.
Here are a few neat features that make Rippling unique, and which are launching today:
Full U.S. Payroll and Internationalization:
Rippling has payroll built-in across all 50 states—so you can pay your employees anywhere. We handle all of your federal, state, and local taxes. Automatically.
Rippling is also fully internationalized to support your non-US work locations—including local currencies, address formats, and tax IDs.
With Rippling, you can pay international contractors anywhere in the world. If you have a consultant working for your company outside the US, you can set them up in Rippling and pay them as part of a regular pay run along with all your U.S. employees.
Integrates with 250+ Apps:
Rippling integrates with hundreds of third party business systems from G Suite and Salesforce to Dropbox and Slack.
When you hire an employee through Rippling, you can instantly add them to these systems. Employees can log then into all of their apps in one click—no password required—right through Rippling.
The single best HR reporting system for businesses with up to 1,000 employees:
Rippling’s Reports system has all the standard canned reports that HR and finance expect—employee tenure reports, headcount reports, change logs, payroll journals, and more. But you can also create any custom extract you want from Rippling’s system:
Look at point-in-time reports to see everything in the system as it existed in the past.
Filter Reports by department, work location, start date, employment type, and more.
Pivot tables: group or aggregate data by department, work location, and more.
Share live Reports with others in your company instead of emailing static CSVs (although you can download CSVs, too).
Go beyond “standard” HR Data with Custom Fields: You can create custom fields for any information you want to track about employees, like a license #.
Order, configure, and remotely manage employee computers in just a few clicks:
Every time you hire an employee, Rippling can ship out their computer—pre-configured with the right software installed, the hard drive encrypted, and all of your password and security policies enforced.
You can set up Rippling Hardware Management for your existing computers too (you don’t have to buy new ones). We email your employees a link to install the Rippling agent and within minutes, your devices are protected. If you can install Candy Crush, you can install Rippling Hardware Management. It’s that easy.
Going forward, Rippling:
Monitors for viruses and malware via our partnership with Cylance
Installs OS updates automatically to make sure everyone’s using the latest, most secure version
Cuts off employee access to the computer when they leave, and automatically wipes and re-configures it for your next hire
Gives you one view of all the computers in your company and allows you to remotely reset passwords
Benefits administration built-in:
You can now manage your benefits directly inside of Rippling, including:
Medical, Dental, Vision Insurance
HSA and FSA
Paid Time Off
One big difference with Rippling’s benefits software: you don’t have to leave your broker.
If you’re working with a traditional insurance broker that you like, you can continue working with them—but still manage employee enrollments, deductions, and changes in Rippling’s online system, which is fully integrated with new hire onboarding, offboarding, and payroll.
We’re building the future of work. See it for yourself.
Schedule a demo here to see why businesses all across the country are leaving their traditional HR and payroll providers for Rippling—the first Employee Management System that combines HR, IT and Operations.