An honest review of Rippling Recruiting

10/10 Verdict

Rippling Recruiting is a modern applicant tracking system with advanced automations, cutting-edge AI features, and powerful analytics that is part of Rippling’s all-in-one platform. After testing Rippling Recruiting extensively and comparing it against dedicated ATS tools like Greenhouse and Ashby, I think it stands out as a rare example of a best-in-class applicant tracking system (ATS) built directly into a streamlined all-in-one HR platform. 

Why? 

Throughout 2025, Rippling Recruiting has added a ton of powerful AI features and platform improvements that allow it to compete directly with specialized ATS tools while benefiting from being part of an all-in-one HR platform. The top new AI features, which I cover more below, include Application Review (automated candidate screening), Interview Assistant (interview recording and transcription), and Smart Scheduling (automated interview scheduling). 

The results of these improvements speak for themselves. Rippling’s NPS hovers around 90 according to G2, and customers report significant efficiency gains. Assembly Software created job requisitions 5x faster, while Harver made their recruiting process 2x more efficient. 

In this article, I’ll dive more into Rippling Recruiting, including who it’s best suited for, key features, pros and cons, and pricing. 

Who Rippling Recruiting is best suited for:

• Growing companies 

• Small to large companies looking for a powerful ATS that is part of a streamlined, all-in-one platform

• Organizations already using Rippling for HR who want seamless candidate-to-employee workflows

• High-growth companies hiring in batches who need to scale without adding recruiting headcount

• Lean recruiting and HR teams with a lot of administrative tasks

• Companies tired of manually syncing data between their ATS and HRIS

Key Rippling Recruiting features:

• AI tools: Suite of cutting-edge AI tools help hiring teams move faster, including: 

  • AI-powered Application Review that helps screen candidates based on custom criteria

  • Interview Assistant with automated recording, transcription, and summaries

  • Smart Scheduling that analyzes calendars and lets candidates self-book interviews

  • Candidate Feedback Summaries that synthesize interviewer input into digestible overviews

• Unified HR and recruiting platform: Native integration with Rippling's HRIS platform, eliminating duplicate data entry and automating new hire onboarding, hiring approvals, referral bonus payouts, and more

• Powerful automations: 

  • Job posting to thousands of boards with native LinkedIn and Indeed integrations

  • Automated workflows that connect headcount planning, recruiting, and onboarding

  • Bulk candidate management for moving, emailing, or rejecting multiple candidates at once

• Advanced analytics: Custom reporting that combines recruiting metrics with any data across the employee and talent lifecycle, including performance reviews, tenure, and more

• Integrated headcount planning: Approved roles and comp bands flow into the ATS instantly, alerting recruiters and hiring managers so they can kick off searches without delay, confusion, or chasing down answers on the latest updates.

Rippling Recruiting pricing

Rippling uses modular pricing, which means Rippling Recruiting is an add-on to the core HRIS platform. This structure allows you to only pay for what you need. Here's how Rippling stacks up against the competition:

For companies already using Rippling for HR, adding Rippling Recruiting eliminates the cost and complexity of maintaining separate systems. For companies evaluating Rippling from scratch, the bundled approach means one platform handles everything from candidate screening to employee management.

Ease of Rippling Recruiting use and interface

I tested Rippling Recruiting from the perspective of a recruiter, hiring manager, and candidate. The experience differs significantly from legacy ATS platforms that feel built for a different era.

For recruiters and admins

The recruiting dashboard provides immediate visibility into what needs attention. The main navigation shows categories where you can access interviews, job requisitions, headcount planning, applications, referrals, reporting, and settings.

Job requisitions represent open positions your company needs to fill. They can be in different states: open (actively recruiting), draft (being prepared), or closed (no longer recruiting).

For hiring managers

The candidate pipeline shows the stages candidates move through during evaluation. Each stage displays how many candidates are currently there.

Candidates are listed with feedback indicators that show interviewer responses, making it easy to see which candidates are moving forward and which aren't.

For candidates

Candidates can interact with your company's job board to view and apply for open positions. The job board displays your company branding and lists current openings organized by department.

Candidates can filter roles by department and location to find positions that match their interests.

Core Rippling Recruiting functionalities

1. Job requisition and posting

Creating job requisitions in Rippling Recruiting happens faster than in standalone ATS platforms because the system already knows your company structure, compensation bands, and approved headcount.

When you create a new requisition, Rippling Recruiting auto-populates details like department, location, and salary range based on the role and level you select. If you've set up headcount planning, the system shows which roles are approved for hiring and blocks requisitions that exceed budget.

Job descriptions can be generated using AI based on role title, experience level, and key requirements. The system reviews your content and flags language that could be exclusionary or biased before you post.

Once approved, jobs post to thousands of boards with one click, including native integrations for LinkedIn and Indeed. You can track which sources produce the best candidates and adjust your distribution strategy based on actual performance data.

2. Candidate sourcing and screening

Rippling's Application Review uses AI to screen candidates based on criteria your team defines. Instead of manually reading hundreds of resumes, you get summaries explaining why each candidate did or didn't meet your requirements.

The system includes checks that flag potentially biased criteria before you apply them. For example, if you set a requirement that could inadvertently screen out protected groups, Rippling Recruiting alerts you before running the filter.

Knockout questions automatically filter candidates who don't meet basic requirements. If a role requires specific certifications or willingness to travel, candidates who don't meet these criteria get filtered out before reaching your review queue.

3. Interview coordination

Smart scheduling analyzes all interviewers' calendars and suggests time slots that work for everyone. Candidates pick which time works best for them, eliminating the typical coordination email chains.

For simple one-on-one interviews, candidates can book directly from available slots without any recruiter involvement. Rippling Recruiting handles room reservations and video conference links automatically.

Rippling’s AI-powered Interview Assistant records and transcribes interviews automatically. Interviewers can focus on the conversation instead of taking notes, then reference the transcript when writing feedback. Hiring managers can review recordings from other interviewers to understand the complete picture before making decisions.

After all interviews complete, AI synthesizes the individual feedback forms into one summary showing strengths and concerns. This makes it easier for hiring teams to align on decisions quickly.

4. Candidate evaluation and feedback

Rippling Recruiting lets you create custom scorecards with structured questions and rating scales for each interviewer. Instead of generic text boxes, interviewers answer specific questions about technical skills, communication ability, culture fit, or whatever matters for the role.

Candidate Feedback Summaries use AI to synthesize all interviewer input into digestible overviews. Instead of reading through five separate scorecards, hiring teams see a consolidated summary of strengths, weaknesses, and key concerns.

5. Offer management and onboarding

Offer letters generate automatically using candidate information, approved compensation bands from your HRIS, and built in approval flows that automatically route to the right approvers.. Interactive offers can show total compensation over time including equity.

When candidates accept offers, their information immediately creates an employee record in the HRIS. This triggers all downstream onboarding actions: IT provisions their laptop, HR enrolls them in benefits, and managers receive notifications about their start date.

There's no manual data transfer between recruiting and onboarding. Everything that was collected during the hiring process — personal information, tax forms, direct deposit details — flows directly into the employee record.

6. Employee referrals

A dedicated referral hub lets employees submit candidates and track their progress. When referred candidates get hired and meet certain milestones, Rippling Recruiting automatically processes referral bonuses through Rippling Payroll.

This eliminates the manual tracking spreadsheets and separate bonus runs that most companies use for referral programs. The automation means employees actually get paid when promised, which improves program participation.

Rippling Recruiting reporting and analytics

Rippling Recruiting provides standard recruiting reports covering pipeline metrics, time-to-fill, source effectiveness, and offer acceptance rates. You can also build custom reports using Rippling's point-and-click interface, combining any data fields across the platform. Reports can include charts, graphs, and pivot tables to visualize trends without requiring separate business intelligence tools. For example, you can combine tenure, performance rating, and recruiting sources to understand where your top performers are coming from.

The system includes role-based permissions so you can control who sees which reports. You can share reports with specific team members or give broader access as needed. All reports are downloadable as spreadsheets, and Rippling Recruiting provides pre-built report templates you can use immediately or customize to match your needs.

Rippling Recruiting integrations and automations

Rippling Recruiting connects directly with the tools recruiting teams actually use:

• Job boards and sourcing: LinkedIn, Indeed, and thousands of other boards for posting jobs and tracking applications

• Communication: Slack, Microsoft Teams, email for notifications and updates

• Scheduling: Google Calendar, Outlook for interview coordination

• Accounting: QuickBooks, NetSuite, Xero for budget tracking and cost allocation

• HR and payroll: Native connection to Rippling's own HRIS and Payroll modules

• Background checks: Checkr and other screening providers

The total count reaches 650+ integrations across business systems. These are bi-directional connections that sync data in real-time, not one-way exports.

Rippling Recruiting security and compliance

Rippling maintains enterprise-grade security across all modules, including Rippling Recruiting. The platform holds SOC 2 Type II and ISO 27001 certifications, complies with GDPR standards, and uses 256-bit AES encryption for data at rest and in transit. 

Access controls include multi-factor authentication, single sign-on, and role-based permissions that adjust automatically as employee roles change. Complete audit trails log all recruiting actions, candidate access, and data changes, providing transparency for compliance reviews.

Role-based permissions let you control exactly who sees candidate information — recruiters, hiring managers, interviewers, and executives can all have different access levels appropriate to their role.

Rippling Recruiting customer support and implementation

Rippling Recruiting implementation starts with a guided setup flow covering permissions, job board configuration, calendar and video conferencing integrations, pipeline customization, and team access. The system provides default templates for pipelines, email communications, and workflows that can be used immediately or customized to match your hiring process.

Rippling's Help Center includes step-by-step documentation, workflow guides, and video tutorials through Rippling University. Support channels include live chat during business hours, email support, and searchable help articles. Support requests are handled at the administrator level rather than by individual candidates or hiring managers, since most recruiting actions are managed by the talent team.

Rippling Recruiting customer reviews and ratings

Rippling maintains strong ratings across major review platforms:

• G2: 4.8/5 stars (9,000+ reviews)

• Capterra: 4.9/5 stars (4,100+ reviews)

• TrustRadius: 9.0/10 (2,400+ reviews)

On Capterra, users frequently cite ease of use, time savings, and centralized employee information as recurring strengths across Rippling's platform, which includes recruiting functionality.

For many reviewers, Rippling's unified approach eliminates the need to manage multiple disconnected systems. One user noted, "What I like the best about Rippling is that it brings everything related to employee management into one simple and easy-to-use platform."* The consolidation extends from recruiting through the entire employee lifecycle without manual handoffs between systems.

Users also highlight how automation reduces administrative burden. A People Operations Manager explained, "Rippling has allowed us to stay efficient and support our employees with the stuff that matters,"* describing how workflows handle tasks that previously required constant manual coordination. An HR Manager added simply, "Rippling truly exceeds expectations."*

That said, some users note that the platform's depth can feel overwhelming initially, and a few mention that certain advanced configurations require time to master.

*All quotes are from verified Capterra reviews.

"Rippling came at a much lighter price tag, felt easy enough for hiring managers to use, and had a much better interface than what we had before." — Fariha Samad, Global Talent Acquisition Manager at Harver

Rippling Recruiting vs. competitors

Here's how Rippling Recruiting compares to major ATS platforms:

Final verdict: Rippling Recruiting is a 10/10

Rippling Recruiting succeeds by treating hiring as part of the complete employee lifecycle rather than a standalone process. For companies that see recruiting, HR, and IT as interconnected functions that should share data and workflows, Rippling workforce management solution delivers exceptional value.

The automations are impressive, the integration is genuine, and the time savings are real. If you're rebuilding your HR tech stack or scaling past the point where manual coordination works, Rippling Recruiting deserves serious consideration.

FAQs about Rippling Recruiting