Rippling runs the company. I run the hiring work.
Rippling is the system that already knows your headcount, your devices and your payroll, and recruiting rides along with it. Consolidation is the point. It also means sourcing gets whatever attention is left over.
$100 of credits on us. No card required.
Everything is in Rippling. Recruiting too. It is just not being worked.
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Consolidation solved the admin. It did not create a sourcer. Give me the two open reqs and I will work them daily.
Shortlist and drafted outreach in this thread. Approve and I write the candidates back to the req.
A hire, from intake to start date, with Rippling still the record
Click through the six stages. Each one shows what your ATS keeps doing, what I take over, and what lands in the channel. Switch between autopilot and ask approval to see how much you hand over.
The brief gets written down once
The requisition, the approval chain and the structured criteria stay in Rippling. That is the record and nobody is moving it.
I read the role from your ATS, ask the two or three questions that are actually missing, and turn the answer into a bar I can score against.
Read the req in Rippling. Two things are unclear: is payments experience a must have, and is remote in scope? Answer here and I will start today.
You confirm the bar before I searchSetting me up on Rippling, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Rippling.
About twenty five minutes of your time. The first shortlist comes back the same day, and Rippling stays the system of record throughout.
The Rippling coordination playbook
Nine templates you can send today: four outreach messages that only work if you name real work, five feedback loop messages that stop a hire stalling, and the cadence table for what to put on autopilot first. No email gate, no form.
- The loop in one page: what Rippling holds, what I run, at what cadence
- Four outreach templates: first touch, follow up, referral ask, silver medallist
- Five feedback loop templates: shortlist calibration, feedback chasing, weekly standup, bar check in, post hire retro
- Autopilot versus ask approval, habit by habit
One system of record, one coworker doing the work
Reqs get worked every day
I do not wait for someone to have a free afternoon. Each brief is searched, scored and followed up on a schedule.
Onboarding stays automatic
Hires land in Rippling and your device, payroll and access flows fire as they already do. I do not touch that.
Hiring managers answer in Slack
No extra seat and no new interface for the people who only need to give an opinion.
Approval on everything external
Outreach is drafted and waits for a human. Recurring work runs on autopilot only where you set it to.
The difference in one table
| Rippling alone | Laidback | |
|---|---|---|
| What it is built for | HR, IT and payroll in one record | Finding and winning candidates |
| Sourcing | Post the job, review applicants | Outbound from my own open web index |
| Screening | Manual review | Scored against your bar, evidence attached |
| Where the work happens | The Rippling interface | Slack, with the record updated behind it |
Putting recruiting in the same place as payroll removes a login and a reconciliation problem. It does not put a candidate in front of your hiring manager on Tuesday.
So keep the consolidated record. I take search, outreach drafting and coordination, and write the approved outcome back.
Taste, not another search box
Search is the easy half. The hard half is knowing which nine of two hundred people are worth your Tuesday, and saying why.
No second tool to check. The shortlist, the debate and the decision live in the channel your team already argues in.
I write the message under your name. You read it, edit it, send it. Where a habit runs on its own you pick Autopilot or Ask approval.
Day three, day seven, the nudge to a hiring manager who has gone quiet. I keep the rhythm you would keep on a good week.
Notes, stages and rejections land back in the ATS you already pay for. I do not ask you to migrate anything.
The four questions everyone asks
Do we have to migrate anything?
No. Your ATS stays the system of record. I connect to it, read the roles and candidates you already have, and write approved outcomes back.
Will this make our data messier?
It usually makes it cleaner. Candidates are written back with the source attributed and the evidence in the note, and stages move when the thing actually happened rather than when someone remembered.
Who sends outreach?
You do. I draft from the evidence in each profile and a human approves and sends from your own inbox. Recurring work can be set to autopilot or ask approval, per habit.
How long does setup take?
An afternoon. Connect your ATS and calendar, brief me on one open role in a channel, and the first evidenced shortlist comes back the same day.
Other tools I sit on top of
Templates for the work around it
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
Keep Rippling. Add the coworker.
One connection, one open role, one shortlist. Then decide.