Hit your hiring plan without a single spreadsheet
The easiest way to share, track, and stick to your plan
Share your plan
Create and share plans across departments, aligning everyone.
Track your progress
View open roles, new hires, and costs in one place.
Stick to the plan
Use permissions and approvals to keep managers from going rogue.
Keep recruiting in sync
Give your talent team instant visibility into your headcount plans and hiring.
Know how much headcount is left in your plan
Give every team visibility into headcount with reports that include hires who haven’t started. Track progress by location, start date, cost, and more.
Break down costs by plan, department, hiring manager, and more to stay on top of your budget.
Measure success to date by tracking target against total goals, attrition, and transfers.
Create any report you want with Rippling Unified Analytics
Advanced approval management
Enforce your plan with (almost) zero effort
Automatically approve planned hires
Hires who meet your role criteria, like compensation band or level, will be automatically approved.
Require manual approval for off-plan hires
If a request deviates from plan, Rippling will route it through an approval chain predetermined by you.
Stay in sync with recruiting
You can streamline capacity planning with Custom Workflow Builder. It’s easy to build workflows that keep your team up to date on approved roles and change requests.
Notify recruiting when headcount is approved
As soon as headcount gets approved, Rippling automatically notifies the recruiting team with each new role’s details, so they lose no time sourcing candidates.
Auto-update systems after a position is filled
When a position is filled, Rippling automatically updates your headcount reports, notifies recruiters, and sends a reminder to remove the job posting.
Control your headcount costs with compensation bands
Give everyone a single source of truth
Create and manage compensation bands for everyone in your org while protecting sensitive data. Rippling automatically maps each employee to the right compensation band based on their role.
Prevent out-of-band compensation
Rippling enforces compensation bands during onboarding and flags out-of-band adjustments, so you can approve special cases, block others as needed, and keep headcount costs on plan.
Spot potential issues early
Rippling notifies stakeholders of changes, like when an employee’s compa-ratio drops because of a location change, or if an employee’s compensation is too high or too low.
Automatically give everyone visibility into the right bands
Rippling automatically gives everyone in your organization—whether they’re the head of HR, a recruiter, or a hiring manager—visibility into the right compensation bands, without ever oversharing.
Custom workflow BUILDER
to manage pay equity and more
Automated workflows help you stay ahead of the curve. For example, Rippling can send an alert whenever an employee’s compa-ratio drops due to a location change.
“I felt like every 2 months we were changing the plan. Literally nobody knew which Excel spreadsheet to look at.”
“In the past, I’ve seen 5 headcount on one spreadsheet and 3 on another. Ultimately, nothing would get approved by Finance.”
“FP&A did all this work, and the minute they put their pencil down, somebody would be breaking the rules.”