Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.
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Rippling's employee graph is the backbone of every product we build — every workflow, integration, and downstream system ultimately reads from or writes to it. The Employee Lifecycle team owns the moments when that graph changes (role transitions, profile updates, terminations) and the core surfaces where admins and employees interact with that data.
This role exists at a specific inflection point. Rippling's HRIS product wins decisively in the SMB market; the next wave of growth is enterprise, and the gaps that stand between us and that market sit almost entirely in this surface area. The PM who takes this role will define how we close those gaps — sequencing the work, making the architectural calls, and shaping a product experience that holds up at enterprise scale. The goal is to move from parity to category leadership in enterprise HRIS.
The work itself is a rare combination. The underlying systems are genuinely complex — stackable changes to the employee record, bulk operations across tens of thousands of employees, downstream contracts with payroll, permissions, and every other Rippling product. The user-facing surfaces have to hide all of that behind interfaces that admins and employees can trust and navigate without thinking. Doing both well is the job.
You'll own the roadmap end-to-end across Terminations, Transitions, Employee Apps, and the HRIS Platform layer. You'll make the calls on what to build, how to sequence it, and where to draw the line between scale, latency, and velocity.
Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email [email protected]
Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.
This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.