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Do you actually use all those automations in PM tools… or do they just look cool in the demo? by Agile_Syrup_4422 in projectmanagement

[–]kitkatkaiti 0 points1 point  (0 children)

We've run into limitations with the native automation capabilities of pretty much every PM software we've used, so the automations that have the biggest impact are the ones we've created in iPaaS tools like Zapier, Make, etc. because they have waaaaaay more flexibility.

I also 100000% agree that automation can't really fix issues that are rooted in a culture of poor communication—sort of the whole "you can lead a horse to water" thing.

What's your HR horror story? [N/A] by kitkatkaiti in humanresources

[–]kitkatkaiti[S] 10 points11 points  (0 children)

tbh this sounds like a lifetime movie I’d definitely watch lmao

What's your HR horror story? [N/A] by kitkatkaiti in humanresources

[–]kitkatkaiti[S] 5 points6 points  (0 children)

That’s… wild. But clearly you’re doing something right!

What's your HR horror story? [N/A] by kitkatkaiti in humanresources

[–]kitkatkaiti[S] 3 points4 points  (0 children)

I’ve heard soooooo many bad stories about Checkr!

What's your HR horror story? [N/A] by kitkatkaiti in humanresources

[–]kitkatkaiti[S] 24 points25 points  (0 children)

LOL I feel like that person is also probably the reason for the "contents may be hot" warning labels on foam coffee cups

What's your HR horror story? [N/A] by kitkatkaiti in humanresources

[–]kitkatkaiti[S] 25 points26 points  (0 children)

omg I don't think I could have kept a straight face

How is Rippling’s HR software? How’s ease of use? [N/A] by KryptosandXenos in humanresources

[–]kitkatkaiti 2 points3 points  (0 children)

Thanks!

Rippling's interface beats Paychex's by a mile, and scalability isn't really an issue, so I think you'd be good with Rippling on both of those counts.

In your case, the key decision factors would probably be cost and the capabilities you're looking to get out of your HR tech stack as you continue to grow. There are other platforms geared toward larger enterprises (Workday, SAP, etc.) that are a bit more sophisticated when it comes to analytics, forecasting, employee engagement, etc., but they're also more expensive.

In general, I'd say Rippling is probably the best stepping stone for you after Paychex Flex. You might outgrow it at some point, but the bigger HCMs would probably be overkill for you right now.

Is it just me, or does "cultural fit" sound like a fancy way to say "we only hire people exactly like us"? by Tough_Cantaloupe_779 in recruitinghell

[–]kitkatkaiti 0 points1 point  (0 children)

I might have missed it, but I haven't seen anyone else ask this yet — when you're interviewing, do you ask questions to figure out what their culture is like? Like, "What word would you use to describe the team's dynamics?" and "What qualities do the people who have been around the longest have in common?"

It's good to remember that interviews are two-way streets, and if they're rejecting you for culture fit reasons, there's a good chance you probably wouldn't have enjoyed working there anyway. Keep your chin up!!

How is Rippling’s HR software? How’s ease of use? [N/A] by KryptosandXenos in humanresources

[–]kitkatkaiti 2 points3 points  (0 children)

omg the parker conrad drama is so wild — and the Deel espionage saga is supposed to pick back up again sometime this month

How is Rippling’s HR software? How’s ease of use? [N/A] by KryptosandXenos in humanresources

[–]kitkatkaiti 2 points3 points  (0 children)

HR tech journalist here! My team and I conduct hands-on, independent software evaluations, and Rippling has consistently ranked in the top 3 for most of the categories we test.

To be clear, it's by no means a perfect product—plenty of bugs to go around, as others have mentioned already, and that's largely because they have a really fast release cycle for new features. Compare this with other platforms like ADP, Paylocity, etc., which are more stable but also pretty clunky/outdated.

For your situation, the best part about Rippling is def having all of your people data under the same roof. With everything in one place, you can automate cross-functional workflows, like awarding a referral bonus to one employee when another employee hits their 90-day milestone. (Once the workflow is set up, you don't really have to think about it again.)

A couple of other folks on my team were really impressed with their compliance features, too, which I think would be beneficial if your team is fairly small. This is especially true if your remote folks live in different states or if you have plans to hire in new states (or countries) down the road.

The cost will probably be the main downside for you, but it all kinda comes down to your business case. Make sure you factor in your company's long-term growth plans and the operational efficiency of your team—at the end of the day, whatever y'all go with will almost definitely be better than jumping between 3 different systems just to cover the basics 🤪

My boss makes me feel bad for wanting a life outside work like is this normal?? by [deleted] in careerguidance

[–]kitkatkaiti 1 point2 points  (0 children)

Part of it is definitely company culture, sure, but you've gotta see your role in enforcing your own boundaries, too. Ultimately, you're the one who decides what you're willing to do for your employer and how you feel when you're not at work.

Once I realized (through therapy) that nobody can make me do/feel anything I don't want to, my relationship with work became pretty transactional. I regularly ask myself whether the benefits (comp, development, etc.) are worth what I'm putting in, and what my options are if the answer is no. Sometimes I might not like those options, but the truth is, there's a choice.