HR, payroll, IT and EOR — all running off a single source of truth. Hire someone and their laptop ships, their apps provision, and their payroll starts. Automatically.
$16.8B
Valuation
$1B
ARR
150+
Countries
$2.4B
Total funding
Every HR tool wants the same data. You enter it six times. Rippling's entire thesis is built on one observation — and it changes everything downstream.
Think about what happens when you hire someone. You add them to your HRIS. Then you add them to payroll. Then you order their laptop. Then you provision their Slack, their Gmail, their GitHub, their Notion, their VPN. Then you add them to your expense tool. Then your benefits portal. Then your time-tracking software.
All of these systems want the same four things: the employee's name, their role, their start date, and their department. You enter this information six, seven, eight times — in different formats, across different dashboards, with different logins. When something changes — a promotion, a department transfer, a salary adjustment — you update it in six places and hope you didn't miss one.
Parker Conrad's insight: every workplace system needs the same employee data. Enter it once. Run everything from it.
This is the fragmentation problem. It's not dramatic. Nobody writes think-pieces about it. But it costs companies hundreds of hours per year in manual admin, creates data inconsistencies that cause payroll errors, and — most seriously — creates security gaps when people leave.
Consider what happens when someone resigns. HR removes them from the HRIS. Payroll stops their salary. But does IT revoke their GitHub access? Their VPN? Their Google Workspace? Their password manager with company credentials? In most companies, this happens manually, over days, through a checklist that relies on someone not forgetting. Access to company systems by former employees is one of the most common and most preventable security vulnerabilities in business.
Most companies have no idea how many former employees still have access to their systems. Rippling revokes everything in one click.
Rippling was built to solve this at the root. Not by connecting existing tools with integrations that break — but by making HR, IT, payroll and EOR run from a single employee record. When that record is created, everything spins up. When it's closed, everything shuts down. The data lives in one place. Every system reads from it. Nothing falls through the cracks.
01 · The Compound Effect
What hiring and firing actually look like.
HiringNew employee joins your Malta company
1
You enter their name, role, salary and start date into Rippling. One form. Once.
2
Their laptop is ordered and ships pre-configured to their address. Automatic
3
Slack, Gmail, GitHub, Notion, 1Password — all provisioned before day one. Automatic
4
They're added to payroll with the correct salary, tax settings and benefits. Automatic
5
If they're in another country, the EOR module handles local compliance, contracts and social contributions. Automatic
OffboardingEmployee leaves your company
1
You set their termination date in Rippling. One action.
Final payroll run calculated with correct pro-rated salary and any severance. Automatic
4
Laptop retrieval initiated. Benefits terminated on the correct date. Automatic
5
Full audit trail of every access revocation — for compliance and security purposes. Automatic
02 · Product Suite
Four modules. One platform. One record.
Global EOR
Employer of Record · 150+ Countries
Hire employees anywhere without opening a local entity. Rippling becomes the legal employer — handling local contracts, payroll tax, social contributions and compliance in 150+ countries. Fully integrated with the HR and IT layer above it.
Run payroll across multiple countries from a single dashboard. Local tax compliance, multi-currency payments, automatic calculations. No manual data re-entry — everything flows from the employee record.
The central employee record that everything else runs from. Org charts, headcount planning, time off, performance — all connected. When you update a role or department here, every downstream system updates automatically.
Ship laptops, provision apps, manage VPN access — all connected to the HR record. This is the feature that makes Rippling genuinely different from every other HR tool. No other platform does workforce + IT from a single system.
Rippling raised $450M at a $16.8B valuation in May 2025 — and revealed that Y Combinator itself uses Rippling to manage its workforce. When the accelerator that funded Stripe, Airbnb and Dropbox uses your product, it carries a certain weight. CEO Parker Conrad has stated an IPO is not imminent, signalling continued focus on growth over public markets.
04 · Honest Assessment
Rippling is powerful. It's also not for everyone.
Works well for
Companies with 10+ employees across multiple countries
Teams managing laptops and software access alongside HR
Malta companies with US entities or international subsidiaries
Fast-growing companies that need to hire compliantly in new markets
Operations teams tired of entering the same data in six systems
Less suited for
Solo founders or companies under 5 people — overkill
Companies who only need EOR — Deel or Remote People are simpler
US-only payroll — Gusto is better value for this specific use case
Companies with no IT infrastructure to manage — the IT module loses value
Tight budgets — Rippling's modular pricing adds up fast
Deel and Gusto are point solutions — Deel focuses on global EOR and contractor management, Gusto on US payroll. Rippling is a workforce operating system: HR, payroll, IT, and EOR all run off a single employee record. When you hire someone through Rippling, their laptop ships, their apps provision, and their payroll starts automatically. When they leave, all access is revoked in one click. No other tool in this category does all of this.
Does Rippling work for Malta companies?
Yes. Rippling is particularly well-suited to Malta-registered companies with international teams — iGaming operators hiring across Europe, tech companies with remote staff in multiple countries, or holding companies with US subsidiaries. The EOR module covers 150+ countries, and the IT management works wherever your team's laptops are.
What is Rippling's EOR pricing?
Rippling EOR starts at approximately $599/employee/month for the core EOR module, plus a base platform fee of around $8/employee/month for the Unity platform (required). Additional modules — IT management, expense, time tracking — are priced separately. Total cost is higher than pure-play EOR tools like Deel or Remote People, but you're buying an integrated platform, not just an EOR service.
Can Rippling manage company laptops and software?
Yes — this is one of Rippling's most distinctive capabilities. The IT module handles device procurement and shipping, app provisioning (Slack, GitHub, Notion, Google Workspace), VPN access, and offboarding. When an employee joins, their laptop arrives pre-configured. When they leave, all access is revoked automatically from a single dashboard.
Who is Rippling not a good fit for?
Rippling is overkill for companies with fewer than 10 employees or those who only need basic payroll. If you only need international EOR without IT management, Deel or Remote People are simpler and cheaper. Rippling earns its cost when you have enough complexity — multiple countries, multiple systems, IT to manage — that the consolidation value outweighs the premium pricing.
FreeMalta Partner · Rippling
One record. Every system. Automated.
See why Y Combinator, and thousands of growing companies, run their workforce on Rippling.
