Rippling global playbook: How to master global hiring across 45 countries

Stop losing candidates to reactive hiring 

Mike Leary, VP of Global Talent Acquisition at Rippling, has hired 5,500 people across 45 countries. Before Rippling, he led global recruiting at SAP, NetSuite, and Anaplan. His lesson? Upfront work to hire strategically in a new market always pays for itself.

This playbook shares the exact framework Rippling uses to evaluate markets, size talent pools, set compensation, and close candidates fast.

Inside, you'll learn how to:

• Validate new markets with cross-functional planning. Bring legal, HR, finance, and recruiting together to pressure-test markets with data (not gut feeling).

• Size talent pools with TAM analysis. Understand pool size, competitive density, and quality distribution before you start recruiting. 

• Choose between contractors, EOR employees, or your own entity. Pick the right employment model based on scale, speed, and long-term commitment.

• Pay first hires at the 80th percentile. Target premium compensation for early hires when you have no brand, then plan for normalization. Validate benchmarks with real-time market feedback.

• Adjust your recruiting playbook for international markets. Assign senior recruiters, build employer brand, update job posts for compliance, and prepare for 10-12 week timelines from offer to start date.