Onboarding in minutes.

This team wasn’t struggling to hire – they were struggling to start people cleanly. Onboarding lived across Slack threads, email, and a handful of “temporary” trackers. Background checks were started late or inconsistently. I‑9 steps created last‑minute pressure. Laptops and app access were often a scramble, which meant day one felt chaotic for new hires and distracting for managers. They picked Rippling because it can unify HR + IT onboarding: device ordering/shipping, identity/access, and app provisioning off a single employee record.

• Manual coordination across HR, IT, and managers
• Screening and I‑9 steps weren’t sequenced cleanly
• Tool access (Slack/Asana/RingCentral + others) relied on “someone remembering”
• Equipment ordering drained ops time – and budgets were ad hoc

• Built a gated Rippling onboarding flow that runs the same way every hire.
• Sent one onboarding packet to employees for forms, I-9 steps, and background check kickoff with review + exceptions.
• Automated day-one access based on role for Slack, Asana, RingCentral, and other integrated tools.
• Connected laptop ordering, shipping, and MDM/app setup directly to onboarding.
• Added spend controls with an approved device catalog and simple approvals so Ops stopped shopping.
• Documented SOPs and trained admins/managers so the workflow stayed clean after go-live.

This didn’t magically turn onboarding into 45 minutes, onboarding is still a 30/60/90‑day ramp. What changed is initiation and execution: HR can launch a new hire in ~45 minutes, and that single action reliably triggers the right sequence – onboarding packet to the employee, screening initiated and tracked, I‑9 steps visible, laptop shipped, and core tool access provisioned (with gates where verification is required). The biggest win was control: fewer last‑minute escalations, fewer missed steps, and day‑one readiness that didn’t depend on heroics.

“Before this, onboarding was a bunch of asks and reminders — and we still missed things. Now it’s one launch in Rippling, the employee gets everything in one loop, and we can see exactly what’s done, what’s pending, and what needs review.”

– Operations Director, Anonymous Client

Expand the same foundation into the full lifecycle: role changes, manager changes, offboarding, and lightweight 30/60/90 check‑ins — so the system stays clean as hiring volume increases.