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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Every company needs to decide where to invest in its workforce, find and hire the right people, help employees grow, and understand how the organization is performing. Headcount planning, recruiting, performance management, learning management, and employee surveys address these needs end to end. Together, they form a compelling product suite in their own right—one that helps companies build stronger teams and get more from their people.
These products are also essential to Rippling's enterprise and all-in-one promise. Large companies expect talent workflows to connect to the rest of their employee system, and a weak link creates a gap in the platform. A strong Talent suite is both a major business in its own right and a key reason customers can consolidate on Rippling.
This role's mandate is not to build a slightly better version of the standard Talent product suite—or to add a chat box to the workflows customers already know. It is to rethink the category around agents from the start. The product should detect when work needs to happen, complete as much of it as possible, and bring people in only for the decisions that require their judgment.
An agent can see that headcount has been approved, understand the organization and the profiles of employees who succeed in similar roles, identify candidates, launch an outreach campaign, triage replies, schedule next steps, and keep candidates and hiring teams moving. The same model applies after hiring: agents can detect skill or performance gaps, recommend or assign learning, help managers prepare for conversations, and turn survey feedback into follow-up work.
Rippling has a rare advantage in building this. Headcount plans, candidate data, employee records, performance, skills, compensation, reporting relationships, permissions, and workflows already live in one connected system. That context allows agents to do real work across the employee lifecycle—not just offer generic advice—while respecting the approvals and controls companies rely on.
We are looking for a Product Lead who will be the catalyst for this change—someone who can rebuild the suite around agents, challenge the standard product boundaries, and ship quickly. You will own the vision, strategy, and execution, lead a dedicated engineering and design team, and work directly with senior leaders across Rippling.
This is a rare opportunity to rethink an entire software category without starting from zero. The Talent business already has more than $100M of ARR and is growing roughly 100% year over year, with Rippling's large customer base and distribution behind it.
If you don’t meet every qualification listed, we still encourage you to apply. Skills and experiences can show up in many forms, and we value diverse perspectives and backgrounds.
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.