Companies that use Rippling (5827)

Cohere Temporal Omnidian interface.ai Steno Sardine Campus Garner Health Commure Homebase SeekOut Relay

We dug into our own data to find out which companies are using (or planning to migrate to) Rippling. We also tried to ask a few HR/IT folks in these companies to share anything about their Rippling implemtatations. Here are some customer stories.

Cohere

Software Development · Toronto, ON · Rippling

Cohere is an AI company that builds large language models for businesses. Their customers are enterprises that want to use AI for things like search, chatbots, and writing assistants. The team has grown to around 850 people across offices in Toronto, San Francisco, London, Paris, and New York.

Cohere is rolling out Rippling as the system that ties together HR, payroll, and finance across all five of those countries. It is not just an HR project. It is part of a broader push to modernize how the company runs its back office as it scales.

The complexity Rippling is solving for them is real. Payroll has to run on different cycles in different places, every two weeks here, twice a month there, monthly somewhere else, and it has to handle full-time employees, contractors, and people who transfer between countries. Tax rules are different in every jurisdiction. Before Rippling, all of that was held together by a patchwork of providers and manual work.

Cohere is also taking the prep work seriously. Before any employee data moves over, someone is going through every existing record line by line to check for errors and inconsistencies. If two systems disagree on a start date or a pay rate, that gets sorted out first. Nothing is being carried over by assumption.

The same care is going into mapping the processes themselves. How does onboarding actually work today? What are the steps for a promotion, a transfer, a departure? Each one is being written down and rebuilt inside Rippling so it works consistently no matter which office someone sits in.

The payoff is a single system that the people, finance, and IT teams can all rely on. Once Rippling is fully live, a new hire in London will get the same smooth experience as one in San Francisco, and the teams behind the scenes will finally have one place to look instead of five.

Temporal Technologies

Software Development · Remote · Rippling

Temporal is a software company that builds tools developers use to make their applications more reliable. When something breaks halfway through a process, like a payment or an order, Temporal's technology makes sure it picks up where it left off instead of failing. They have around 470 employees and count Netflix, Datadog, and Snap among their customers.

Temporal runs payroll on Rippling and is in the middle of a major expansion. Over the next twelve months, they are opening subsidiary offices in the UK, Singapore, Canada, India, and Australia. Rippling is the system tying all of that together.

The work is real and the timeline is tight. For each new country, Temporal has to set up local payroll from scratch, work with in-country providers, and make sure everything complies with that country's tax rules and statutory requirements. Rippling sits at the center as the place where payroll calendars, approval workflows, and escalation procedures get defined for each jurisdiction.

There is also an interesting transition happening underneath. In several of these countries, Temporal has been hiring people through what is called an Employer of Record, which is a third-party company that legally employs workers on your behalf. As they spin up their own subsidiaries, they are moving those employees over to direct employment. Rippling is the platform managing that handoff.

On top of all this, Temporal is preparing for an eventual IPO. That means the payroll system has to be more than just functional. It has to be audit-ready, with proper internal controls, clean documentation, and the ability to support compliance with the rules that apply to public companies. Rippling is the foundation for all of that.

The result is that as Temporal grows from a US-centric company into a global one, every new hire in five different countries gets paid correctly, on time, and in compliance with local law, all running through the same platform.

Omnidian

Services for Renewable Energy · Seattle, WA · Rippling

Omnidian is a solar performance assurance company. When someone installs solar panels on their home or business, Omnidian is the company that monitors those panels, makes sure they are working, and sends technicians out when they are not. They have around 315 employees and customers across the US and Australia.

In 2026, Omnidian opened a brand new office in San José, Costa Rica, and is using Rippling to make it happen. Rippling is acting as Omnidian's Employer of Record there, which means Rippling is technically the legal employer of every Costa Rica hire while Omnidian directs the actual work.

This matters because of how international expansion usually works. Normally, opening a country office takes a year or more. You have to set up a legal entity, hire local lawyers, register for taxes, find a payroll provider, figure out benefits, and stay on top of employment law that changes from country to country. Most companies either go through that whole process or they give up and hire contractors instead.

By using Rippling as the Employer of Record, Omnidian skipped almost all of that. Rippling handles the legal entity, the payroll, the taxes, the benefits, and the local compliance. Omnidian just hires the people and pays Rippling. That is how they have been able to staff up an entire new hub at speed, with roles spanning IT support, software engineering, data engineering, and Salesforce work.

The setup also means Omnidian's Costa Rica employees get paid in US dollars on a regular semi-monthly cycle, with full health insurance and statutory protections, even though the company itself does not have a Costa Rican legal entity.

Rippling shows up in another part of the company too. Omnidian has automated user accounts and access across their tools by writing custom scripts that connect Rippling to their other systems. When someone is hired, the same employee record in Rippling triggers their accounts being created elsewhere. When they leave, everything gets shut off cleanly. The result is that Rippling is doing two completely different jobs at Omnidian: it is the legal foundation for an entire country's worth of employees, and it is also the spine of how the IT team manages access for the global workforce.

interface.ai

Software Development · San Francisco, CA · Rippling

interface.ai is an AI company that builds banking assistants for community banks and credit unions. Their software helps people who bank at smaller financial institutions get the same kind of fast, conversational experience they would get from a big tech company. They have around 225 employees split between the US and India.

The company has grown fast. In late 2023, they were 120 people. By 2024, they were 160. By 2026, they are 225 and still climbing, with plans to take their San Francisco office from 15 to 50 in just a few months. Rippling has been the system holding their HR operation together through all of it.

What makes interface.ai interesting is that they use Rippling for more than just employee records and payroll. They run Rippling alongside other compliance providers as part of how they legally employ people across the US, India, and Canada. Rippling handles a chunk of the labor compliance and payroll processing work that would otherwise require interface.ai to set up its own infrastructure in every country where they hire.

That setup is especially useful because interface.ai is a remote-first company. There is no central office most employees come into. So Rippling is doing the work that an in-house HR team and a stack of country-specific lawyers and accountants would normally handle, including payroll, benefits, statutory filings, and the documentation needed when someone is hired or leaves.

Day to day, Rippling is also where the basics live. New hires get onboarded through it. Vacation policies, benefits enrollment, performance review records, and employee data all sit inside one system. As interface.ai keeps doubling in size, the goal is for the platform to grow with them instead of being something they outgrow.

The result is a small, fast-moving AI company that gets to act like one. They can hire the right person regardless of country, get them paid and compliant from day one, and not lose weeks of engineering time setting up legal entities or chasing paperwork.

Steno

Legal Tech · Remote · Rippling

Steno is a court reporting company that has rebuilt how lawyers handle depositions. Instead of the old model of phone calls and shipped transcripts, Steno offers video, scheduling, transcripts, and even deferred payment for legal services through one platform. The company is fully remote and has grown from 9 employees to around 654 over the last six years.

Because Steno hires across the entire country, recruiting is one of the most important systems in the company. They use Rippling Recruiting as the platform that runs their hiring, end to end, for every team. Every job posting, from a sales rep in Houston to a senior software engineer to a payroll associate to a legal solutions manager, lives in the same system.

That single setup matters for a fully remote company. There is no central HR office where applications pile up. Every team across the country relies on the same tool to post roles, collect resumes, schedule interviews, and communicate with candidates. Steno even tells applicants directly that real recruiters from the company will only contact them through Rippling Recruiting, so people know what is legitimate and what is a scam.

The volume is real. Steno hires across at least ten different functions, including sales, finance, marketing, legal, product, engineering, IT, and people operations. Each of those teams runs their own search, but they all sit on the same platform with the same processes. That keeps the candidate experience consistent no matter which team is hiring.

The result is that as Steno keeps growing fast in a regulated, relationship-heavy industry, the company can keep adding people without recruiting becoming the bottleneck. One system, one source of truth, one process for every hire across the country.

Sardine

Financial Services · Remote · Rippling

Sardine is a fraud prevention and anti-money-laundering company. Their software helps banks, retailers, and fintechs spot fraudulent transactions before money moves. Over 300 companies use Sardine, including FIS, GoDaddy, Brex, and Deel. The company has around 315 employees, is fully remote, and has hubs in the Bay Area, New York, Austin, and Toronto.

Sardine uses Rippling as the system that drives employee lifecycle and access management across the company. When someone gets hired, Rippling kicks off the chain of events that gets them set up: their accounts get created, their laptop gets provisioned, and they get access to the right tools. When someone leaves, the same chain runs in reverse to shut everything down cleanly.

For a fraud prevention company, this matters more than it might at most places. Sardine sells security and access controls as a product. Their customers trust them with the keys to spotting fraud at scale. So how Sardine manages its own employee access, and how cleanly it cuts that access off, is part of how the company stays credible. Rippling is the system that makes that lifecycle reliable instead of reliant on someone remembering to send a Slack message on someone's last day.

The setup also has to work across countries. Sardine pays people in the US, Canada, and beyond, all working from home. There is no central office where IT can hand someone a laptop or walk them through onboarding. Rippling is the layer that holds it together so a new hire in Toronto, Austin, or anywhere in between gets the same clean experience.

The result is that Sardine, a company whose whole job is stopping unauthorized access and fraud, runs its own internal access controls through a system that scales with them. Hiring, offboarding, and the security posture in between all flow through one place.

Campus

Higher Education · NYC + Atlanta · Rippling

Campus is rebuilding what a two-year college looks like. It is an accredited program where students take live online classes from professors who teach at Princeton, Stanford, and Howard, and graduate with business and AI skills they can use right away or transfer to a four-year university. The company is backed by General Catalyst, Founders Fund, Sam Altman, and Shaq, and operates out of two physical hubs in Atlanta and Tribeca with a hybrid work schedule.

Campus uses Rippling as the system of record for almost everything related to people. Rippling runs their payroll and HRIS, and Rippling Recruiting is also their applicant tracking system. So a candidate applies through Rippling, gets hired in Rippling, and gets paid through Rippling, all in one connected platform.

The piece that makes Campus interesting is faculty. Campus pays its corporate staff like any other company, but it also pays the professors who teach the live classes, and those professors are spread across multiple states. That means Rippling is running multi-state payroll for two very different kinds of workers, full-time staff and academic faculty, every single pay cycle, with all the tax and compliance rules that come with each state.

The accuracy bar is high. Campus is a regulated, tuition-driven business that has to be ready for financial audits, regulatory examinations, and the kind of institutional scrutiny that comes with being an accredited college. So the payroll and benefits records inside Rippling have to hold up to that, with clean reconciliations, auditable controls, and proper documentation. The role of "Rippling owner" sits inside the Finance team and reports directly to the CFO.

As Campus scales beyond Series C, Rippling sits alongside their other core systems, NetSuite for accounting, Ramp for AP and expenses, Carta for equity, and Fidelity for the 401(k). The goal is one clean stack that lets a small finance team support a fast-growing college without losing accuracy as the headcount, the faculty roster, and the number of states they pay in all keep growing.

Garner Health

Healthcare Technology · New York, NY · Rippling

Garner Health is a healthcare technology company that helps employers redesign their health benefits to find higher-quality, lower-cost care for their employees. They evaluate doctor performance and use that data to guide patients toward the right physicians. The company has around 449 employees and is one of the fastest-growing companies in healthcare technology, more than doubling revenue every year for the last five years and growing headcount by over 50 percent annually.

Garner uses Rippling as the source of truth for every employee in the company. When someone is hired, Rippling is where their record gets created, and from there it feeds everything else. Their access in Okta, their laptop and its security policies, their permissions across the SaaS tools they need, all of it traces back to what Rippling says about that person. When someone leaves, Rippling triggers the reverse, and access gets cut off cleanly across every system at once.

That single source of truth is what lets Garner automate the parts of HR that would otherwise drown a small team. Onboarding 20+ new hires a month, processing leaves of absence, handling offboarding, updating records when someone's role or location changes, all of it runs through Rippling and flows out automatically to wherever the data needs to land. The goal is for the people side of the company to spend its time on judgment calls, not paperwork.

Garner is also pushing hard on AI as part of how it operates. They are explicit about wanting to combine human judgment with AI to handle the repetitive lifecycle work, and Rippling is the platform they are building that around. New automations and AI-driven workflows get layered on top of Rippling rather than bolted on somewhere else, which keeps the data consistent and the system of record clean.

The result is a fast-growing healthcare company that can keep doubling revenue, keep hiring at pace, and keep its compliance posture intact, all because Rippling is the system that everything else flows from.

Commure

Healthcare Technology · Mountain View, CA · Rippling

Commure builds AI software that takes administrative work off doctors and nurses so they can spend more time with patients. The platform handles clinical documentation, medical coding, revenue cycle management, and provider workflows, and it supports more than 500,000 clinicians across hundreds of care sites. Commure has roughly 1,535 employees and has grown more than 300 percent year over year for the last two years.

Commure uses Rippling as the system of record for that whole workforce, which is spread across the US, India, and Bangladesh. Holding all of that together is not trivial. Different countries, different employment laws, different tax rules, different statutory benefits. Rippling is what gives the People, Finance, and IT teams one place to look when they need to know who works where, what they earn, when they were hired, and what access they should have.

The other half of the story is that Commure has scaled through acquisitions. They merged with Athelas in late 2023 and own Augmedix as well. Every acquisition brings a new group of employees who need to be migrated cleanly into the same system, with the same data structure, the same access controls, and the same reporting. Rippling is the platform that absorbs those acquisitions, which means M&A data migrations, system consolidations, and integration work all flow through it.

Finally, Commure is preparing for an IPO, which raises the bar on everything. The accounting and HR systems have to operate at public-company standards, with audit-ready records, SOC 2 controls, immigration documentation, I-9 compliance, and the kind of internal controls that hold up to outside scrutiny. Rippling sits at the center of that effort, alongside NetSuite for accounting, Carta for equity, and Ramp for spend. The compliance dashboards they run inside Rippling, the access controls they enforce through it, and the workforce reports they pull from it are all part of how the company gets ready to operate in public.

The result is that one of the most important AI companies in healthcare can keep doubling its workforce, keep absorbing acquisitions, and keep its operations clean enough to go public, all because Rippling is the system everything else flows through.

Homebase

Software · San Francisco, CA · Rippling

Homebase makes software for small businesses with hourly workers. The app handles scheduling, time tracking, payroll, team messaging, and HR, all in one place. More than 150,000 small businesses use it to run their teams, and over the last year it tracked more than a billion hours of work for over 2 million hourly workers. Homebase has roughly 1,859 employees with offices in San Francisco, Houston, Denver, and Toronto.

Internally, Homebase runs its own US and Canadian workforce on Rippling. Bi-weekly and semi-monthly payroll cycles run side by side, covering employees across the US in states like Texas, California, and Colorado, and Canadian employees in Ontario. That means the same Rippling installation has to handle US W2s, 1099s, US state taxes, and 401(k) audits, alongside Canadian T4s, T4As, ROEs, RRSP reconciliations, and provincial employment law. It is two payroll regimes running in parallel, and Rippling is the system that keeps them straight.

The other half of the story is how Rippling plugs into the rest of Homebase's stack. On the finance side, the Accounting team keeps Rippling and NetSuite reconciled so that payroll data flows cleanly into the books. On the IT side, the Systems Administration team runs API connections from Rippling out to Okta for identity, to MDM tools for laptops, and to the rest of the SaaS environment. When someone gets hired or leaves, Rippling is the trigger that updates accounting, access, and devices automatically.

Homebase is also pushing hard on AI throughout its operations. They give every employee access to paid AI tools, run AI-first programs across the People team, and explicitly look for hires who can use AI to retool HR workflows and accounting processes. Rippling sits underneath that effort as the structured, reliable data layer that the AI tooling builds on top of, which keeps the automation accurate as the company scales.

SeekOut

Software · Bellevue, WA · Rippling

SeekOut is a talent technology company based in Bellevue, Washington. Their software helps companies recruit, reskill, and redeploy their employees using AI agents that match people to the roles where they will have the most impact. SeekOut has roughly 177 employees and sells primarily to enterprise HR and talent teams.

SeekOut runs its own people operations on Rippling. The system holds the source of truth for every employee, every title, every manager change, every new hire, and every termination. It is also where the company tracks new hire equity grants and runs payroll file preparation each cycle. Because the People team is small, Rippling is what lets two or three people support the whole company without dropping anything.

The use cases extend past basic HR. SeekOut runs an active immigration program with H-1B and PERM filings, and Rippling is where work authorization status, visa expirations, and employee documentation are tracked across the population. The People team uses it as the central record while coordinating directly with outside immigration counsel.

SeekOut is also aggressive about layering AI on top of its operations. The team is explicit that they use AI tools every day to retool HR workflows, automate repeat work, and surface insights from people data. Rippling is the structured data layer underneath that effort, which keeps the AI work accurate and the underlying records clean.

The fact that SeekOut, a company that builds AI talent software for a living, chose Rippling to run its own talent operations is a useful signal. They know the category, they know what good looks like, and Rippling is what they trust to actually run the company.

Relay

Banking · Toronto, ON · Rippling

Relay is a digital banking platform built for small business owners. The product gives owners up to 20 checking accounts, 50 debit cards, and tools for collaborating with bookkeepers and accountants on day-to-day cash flow. Relay is based in Toronto, has roughly 346 employees, and partners with Thread Bank to provide the underlying banking services.

Internally, Relay runs a split payroll setup. Rippling handles payroll for the Canadian employees out of Toronto, and Gusto handles the US side. As the company grows, Rippling sits at the center of the People stack as the system of record for everyone, regardless of which payroll engine they sit in. Employee data, role changes, organizational structure, and lifecycle events all live in Rippling, even when the actual paychecks for US employees flow through Gusto.

That setup is part of a bigger project. Relay is actively building out a unified data layer for everything the People team works with, and Rippling is the structured backbone underneath it. The plan is to pipe Rippling data into a warehouse alongside data from Ashby for hiring, CultureAmp for engagement, and the other tools the company runs, so leadership can run real-time analyses on headcount, attrition, compensation, and engagement without manually pulling reports from each separate system.

AI is a big part of this effort. Relay is explicit that they use tools like Claude and ChatGPT every day, and they expect the People team to use AI to automate recurring workflows, reduce manual reporting, and surface insights without human intervention. Rippling is the clean, structured data source those AI workflows build on top of, which is what makes the automation reliable as the company scales.