Pros
A quick word of caution: When I joined, I raised concerns about the negative reviews here, and leadership told me to "take them with a grain of salt," suggesting they were written by bitter employees who only focus on the negative. From my personal experience, I can confirm nearly every negative review you see here is 100% ACCURATE — I was misled into believing otherwise. -Competitive base salary for the industry. -Amazing coworkers who genuinely try to support each other despite challenging circumstances. -Innovative product that has set new standards in workforce management technology.
Cons
-Severely misleading hiring practices: The expectations set during interviews—such as inbound lead volume, quota attainability, and team success rates—are vastly misrepresented, -Alarming turnover rate: Extremely high turnover across the team within a short period (nearly 100% in less than a year), clearly signaling major systemic and leadership issues rather than isolated performance problems. -Partner-dependent sales model: Your pipeline and overall success are almost entirely outside your control. If partners don’t have clients actively needing solutions, your quota attainment and earning potential become severely limited, regardless of your personal effort. -Inconsistent territory assignments and unequal opportunities: Territory assignments feel random and lack transparency, creating significant disadvantages for some reps while favoring others. Success often feels like it's determined by luck rather than merit, with leadership not addressing the inherent inequality in opportunities. -Toxic and unprofessional leadership: Senior leadership regularly demonstrates unprofessional and disrespectful behavior, both internally and externally, including inappropriate language and publicly confronting competitors on platforms like LinkedIn. These actions harm employee morale and damage Rippling’s external reputation. -Zero work-life balance: Expectations for availability outside typical working hours are unrealistic and unfair, driven by the chaotic nature of the role and the lack of strategic clarity from leadership. -Complete lack of managerial support: When issues such as insufficient lead volume or inadequate SDR support are repeatedly raised, leadership either ignores or deflects responsibility. The common managerial advice is to simply "send an email or make a call at exactly the right time," implying success is entirely dependent on luck due to their inability to define a clear path to success. -No job security: Employees have been openly replaced before being officially notified, creating an environment of anxiety, mistrust, and constant stress.