Every company needs to decide where to invest in its workforce, find and hire the right people, help employees grow, and understand how the organization is performing. Headcount planning, recruiting, performance management, learning management, and employee surveys address these needs end to end. Together, they form a compelling product suite in their own right—one that helps companies build stronger teams and get more from their people.
These products are also essential to Rippling’s enterprise and all-in-one promise. Large companies expect talent workflows to connect to the rest of their employee system, and a weak link creates a gap in the platform. A strong Talent suite is both a major business in its own right and a key reason customers can consolidate on Rippling.
This role’s mandate is not to build a slightly better version of the standard Talent product suite—or to add a chat box to the workflows customers already know. It is to rethink the category around agents from the start. The product should detect when work needs to happen, complete as much of it as possible, and bring people in only for the decisions that require their judgment.
An agent can see that headcount has been approved, understand the organization and the profiles of employees who succeed in similar roles, identify candidates, launch an outreach campaign, triage replies, schedule next steps, and keep candidates and hiring teams moving. The same model applies after hiring: agents can detect skill or performance gaps, recommend or assign learning, help managers prepare for conversations, and turn survey feedback into follow-up work.
Rippling has a rare advantage in building this. Headcount plans, candidate data, employee records, performance, skills, compensation, reporting relationships, permissions, and workflows already live in one connected system. That context allows agents to do real work across the employee lifecycle—not just offer generic advice—while respecting the approvals and controls companies rely on.
We are looking for a Product Lead who will be the catalyst for this change—someone who can rebuild the suite around agents, challenge the standard product boundaries, and ship quickly. You will own the vision, strategy, and execution, lead a dedicated engineering and design team, and work directly with senior leaders across Rippling.
This is a rare opportunity to rethink an entire software category without starting from zero. The Talent business already has more than $100M of ARR and is growing roughly 100% year over year, with Rippling’s large customer base and distribution behind it.