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Connect Rippling to Engagedly so performance reviews, goal programs, and engagement surveys reflect your live org structure — with manager hierarchies, new hire onboarding sequences, and offboarding driven automatically from Rippling.
thePeopleStack configures the Rippling–Engagedly integration with manager hierarchy sync that keeps review cycle routing and feedback structures accurate as the org evolves. We set up hire-triggered onboarding performance sequences so new employees receive structured check-ins and initial goals from their start date, and configure offboarding to remove departed employees from active review cycles and survey populations at termination.
For clients using Engagedly's full platform — performance reviews, goal management, engagement surveys, and learning modules — we ensure the Rippling integration powers all modules from the same employee identity layer so org changes in Rippling propagate across the entire Engagedly platform rather than requiring separate updates in each module.
Engagedly performance and engagement management is deployed by thePeopleStack's Rippling clients primarily for US employee populations, with performance review cycles, goal-setting programs, and engagement surveys configured around US org hierarchies and Rippling's US employee data.
Canadian and cross-border operations: Canadian employees are provisioned into Engagedly through the same Rippling sync, with thePeopleStack confirming PIPEDA-relevant data handling for employee performance and engagement records and ensuring performance review configurations account for Canadian provincial employment standards where applicable.
Rippling provisions Engagedly user accounts at hire with the correct department, team, and manager assignment. Manager hierarchy data drives Engagedly's review cycle routing and goal alignment. Termination in Rippling deactivates the Engagedly account and removes the departed employee from active review cycles and engagement surveys.
Yes. Rippling department and manager hierarchy data drives Engagedly's performance review routing, 360-degree feedback nomination logic, and goal alignment structure. When org changes occur in Rippling — promotions, manager changes, team restructures — Engagedly's review routing and feedback structures update automatically to reflect the current org rather than requiring manual reconfiguration before each review cycle.
Yes. Rippling start date data can trigger Engagedly's onboarding performance check-in sequence — including 30/60/90-day review milestones and initial goal assignments. Role and department data from Rippling determines which goal templates and review tracks apply to each new hire automatically.
Engagedly's engagement survey scores, performance ratings, and goal completion data can be analyzed alongside Rippling workforce attributes — including department, tenure, manager, and compensation band — to identify performance and engagement patterns by workforce segment. This cross-system analysis requires a deliberate data export and alignment workflow but produces significantly more actionable HR insights than analyzing Engagedly data alone.
A standard configuration covering employee provisioning, manager hierarchy sync, review cycle routing, and offboarding deprovisioning typically takes 3–5 hours. Engagedly deployments with multi-stage performance review cycles, 360-degree feedback configurations, or learning and development module integrations with Rippling may require additional scoping.
