I have never heard of either company before and I'm starting to wonder whether I'm the odd one out.
For those as lost as me, a cursory look tells me that Rippling is a "Workforce management system (HR, IT, Finance)" while Deel is a "Payroll, Compliance and HR Solution".
I use Deel to hire people internationally. It's mostly an EOR company. They promised a lot though, I once thought about moving my entire HR workflow to Deel (even for local employees), but quickly decided against it.
As someone outside the US who has worked with several of those companies before. The best one for the employees was Globalization Partners. Of course they were the most expensive.
Deel is the opposite: they provide US companies with gray area (or you could even say illegal in some countries) trickstery to reduce cost of employing people.
My company uses it. When you work for a company that uses Rippling, you are “co- employed” by both your company and Rippling. Your company does everything as far as hiring, firing, HR, management, etc.
But as far as taxes, insurance and benefits, you “work for” Rippling. It allows small companies to have the benefits of a larger company. Your company pays the PEO per head. It also serves as an SSO provider. Another startup I worked for in the past used Insperity.
That’s true. I got a “termination notice” from Rippling at the beginning of the year and had to fill out a W4 directly with my company. We are still using Rippling. But I assume not as a PEO anymore
Thank you for the explanation. It's been something I've been meaning to research because I'd never encountered this before my current employer and it's become something I will actually ask about in the future.
I prefer smaller employers (500 or less) but this is pretty fantastic. I've worked for a Fortune 500 employer with a solid, expensive-but-generously-subsidized healthcare plan, a tiny employer with expensive coverage that wasn't all that great but I've never been able to select from three different providers with a few options a piece.
It was a "killer feature" for me. My family has low-to-moderate medical needs, I like HSA eligible PPOs if the deductible/cost is right. I was able to find three plans that were taken by my family's specific specialists where I could max out the HSA deduction and pay less than half what I had at the last "typical employer plan" company.
This came too late for the Dental side of things -- I would have saved a couple grand per child on braces by purchasing the "Cadillac Plan" even with the two-year lock-in. The last three employers all had plans that seemingly no dentist on Earth is "in network" for and from insurance brands I've never heard of.
There's other upsides -- working at BigCo, we received various discounts at specific car rental companies/hotel chains that the company negotiated discounted rates in exchange for preference for business travel.
I haven't looked into what my company is doing, fully, yet, but it sounds like we have a subset of some of those features, too. We're around 150-200 people (I think) but this is the most comprehensive and reasonably priced benefits offering I've ever seen.
I personally use Deel so that as a one-person company I can access large group benefits. Using their EOR saves me about $5000/year on health insurance compared to an ACA policy.
