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Use Rippling’s configured onboarding workflow to collect a new hire’s information and signatures, then coordinate any benefits, payroll, device, and application-access tasks your organization has enabled. Start by confirming the employee’s job, manager, department, location, and start date: Rippling says workflows can use these details to trigger tasks, but exact screens, permissions, available features, and required forms depend on your employer’s account and the hire’s location.
1. Prepare the employee’s details
Before starting the workflow, confirm the information your organization uses to create and route the employee record:
- Start date
- Role or job title
- Manager
- Department
- Work location
These details matter beyond recordkeeping. Rippling describes workflows that can trigger different actions based on a hire’s start date, role, or location. For example, a role or location may determine which applications or devices are assigned. Rippling’s workflow automation examples describe configurable use cases, not a guarantee that every organization has the same setup.
2. Send the new hire’s digital paperwork
Use the process configured by your organization to request the employee’s information, documents, and signatures. Rippling describes paperless onboarding with digital information collection and e-signatures, along with document management features such as signature collection and audit trails. See Rippling’s HRIS overview and its page on remote workforce management.
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The public product pages do not establish which forms your employer requires, which screens you will see, or what a particular jurisdiction requires. Check your organization’s process and applicable local requirements rather than assuming a standard set of forms.
3. Coordinate benefits and other HR tasks
If your organization has configured benefits workflows, confirm that the new hire is routed to the appropriate enrollment steps and that someone is responsible for following up on unfinished tasks. Rippling describes online benefits enrollment and configurable reminders for incomplete onboarding tasks; what is available depends on the employer’s account and permissions. Its workflow examples include notifications when onboarding remains incomplete on the start date.
4. Check payroll and IT setup
Follow your organization’s payroll process and verify which technology tasks apply to this employee. Depending on the employer’s configuration, onboarding may include bank details for ACH, application access, or setting up and shipping an employer-managed device. Rippling presents these as possible workflow actions, not steps every hire must complete. Its HRIS overview describes onboarding automation from offer letters to device shipping; workflow automation examples show how role, department, and location can inform access or device tasks. A separate onboarding workflow example illustrates possible start-date actions such as device setup and connecting bank details.
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5. Review completion and handle exceptions
Before and on the start date, review the employee’s onboarding status and follow up on any incomplete items. If your organization has configured an alert for unfinished onboarding, assign a person to review it and contact the appropriate owner or new hire. An alert can surface an exception; it does not by itself confirm that the missing task is resolved.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What can vary by employer
Rippling’s public materials describe connected onboarding capabilities, but they do not document a universal click-by-click sequence. The exact steps depend on the employer’s enabled modules, account permissions, workflow configuration, and location-specific requirements. If a task or setting is missing, ask your Rippling administrator or HR team whether it is part of your organization’s process.
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