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Manage your talent acquisition pipeline
Rippling Recruiter - the first Applicant Tracking System (ATS) designed to empower your entire team—from recruiters and hiring managers to department heads—to streamline the hiring process and collaborate more effectively.
Sync your ATS with other applications to automate changes and eliminate discrepancies in your data, organization wide.
Let every team customize their hiring process while simultaneously safeguarding your data’s integrity—and your employees’ valuable time.
Department heads, hiring managers, interviewers and recruiters all get automatic access to the data and tools they need. Based on role.
Build powerful, custom reports and dashboards that tie your hiring efforts to every other step of the employee onboarding lifecycle.
The average cost to hire a new employee.
The proportion of HR leaders who consider talent acquisition their highest priority project/endeavor.
Percentage of Australian businesses using AI in their recruitment process.
* Forbes, Insight Global, news.au.com
Get the best out of Rippling Recruiter with thePeopleStack
Rippling Recruiter is purpose-built to eliminate the gap between hiring and onboarding — candidate data flows directly into HRIS, payroll, and IT provisioning without manual re-entry. But getting there requires more than turning the module on. The configuration decisions you make upfront — pipeline stages, scorecard structure, job templates, approval routing, offer letter automation — determine whether your team actually adopts it or works around it.thePeopleStack has implemented Rippling Recruiter for US and Canadian companies ranging from fast-growing startups building their first structured hiring process to established mid-market organizations replacing legacy ATS tools like Greenhouse, Lever, or Workable. We know what good looks like, and we know the shortcuts that create problems six months down the road.
What we see go wrong most often
The most common failure mode is treating Rippling Recruiter as a standalone ATS rather than as part of a connected HRIS. Companies configure it in isolation, then discover that offer approvals don't align with their compensation bands in Rippling, or that new hires aren't automatically provisioned with the right apps and devices on day one. We configure Recruiting as part of your broader Rippling instance from the start, not as a bolt-on.The second most common issue is scorecard and feedback design. Most teams skip structured scorecards and default to freeform feedback — which creates legal exposure under EEOC guidelines and makes it impossible to run consistent, defensible hiring decisions at scale. We build scorecards that are structured enough to be useful and legally sound, while remaining flexible enough for different roles and departments.
For US companies specifically
EEOC compliance and ban-the-box laws vary by state, and they affect how you structure job postings, screening questions, and disqualification workflows inside your ATS. We build these considerations into your Rippling Recruiter configuration so compliance is baked in, not bolted on after an HR audit flags a problem.
For companies hiring across the US and Canada
Offer letter templates, background check integrations, and onboarding workflows often need to be duplicated and localized for Canadian hires — different termination language, different SIN collection requirements, different background screening vendors. We handle the localization so you're not applying a US-only template to a Canadian hire and creating an employment law gap.
You will get your own VRP Delivery Manager who works alongside you to understand your project needs, ways of working, client expectations and project deliverables to identify and support resource on-boarding.
Select from pre-built pipeline templates or design custom interview stages tailored to your hiring process, all while ensuring alignment with company-wide milestones. Maintain clean and accurate data without introducing unnecessary clutter.
Easily request candidate availability with a single click, then schedule interviews seamlessly using Rippling’s integrated calendar.
Tailor your forms with structured feedback fields to ensure fair candidate evaluations and gain actionable, measurable insights.
Create interview groups based on attributes such as team and tenure to select the most suitable interviewers, prevent double-bookings, and streamline the hiring process by eliminating bottlenecks.
Kickstart your next Rippling project with an award-winning Rippling partner. Complete this form and one of our colleagues will get back to you. No matter what your size, industry or requirements are, we have the skills and experience to help you achieve your goals.
