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June 6, 2024
XX min read

Sesame vs Rippling


In the realm of Human Resource Information Systems (HRIS), choosing the right tool can significantly impact overall organizational productivity and employee satisfaction. Two noteworthy tools in this category are Sesame HR and Rippling. Sesame HR is designed to help companies digitize and automate their human resources processes, enabling HR managers to save time and focus on enhancing employee experiences. On the other hand, Rippling offers an integrated platform that encompasses HR, IT, and Finance functions, making it a one-stop solution for managing the entire employee lifecycle globally.

The purpose of this comparison is to delve into the key features, similarities, differences, pros, cons, and ideal use cases for both Sesame HR and Rippling to help you determine which tool best aligns with your organizational needs.

Sesame HR Overview

Sesame HR is a powerful tool for digitizing and automating routine HR processes, making it an invaluable ally for HR managers aiming to streamline operations and improve employee engagement. 

Key Features

  • Time Tracking: Automates attendance and work hours tracking.
  • Leave Management: Simplifies the process for requesting and approving leaves.
  • Employee Database: A centralized repository for all employee information.
  • Performance Management: Tools for evaluating and monitoring employee performance.
  • Employee Portal: A self-service portal where employees can access relevant information and updates.
  • Document Management: Facilitates the storage and management of HR documents.
  • Analytics & Reporting: Provides insights through detailed reports and analytics.

Rippling Overview 

Rippling goes beyond traditional HR functions by integrating HR, IT, and Finance systems, offering a comprehensive solution that can manage diverse aspects of the employee lifecycle from a single platform.

Key Features

  • Payroll Management: Automatically handles payroll processing, including taxes and compliance.
  • Benefits Administration: Manages employee benefits like health insurance and retirement plans.
  • Expense Management: Automates expense reporting and reimbursement.
  • Onboarding & Offboarding: Streamlines the onboarding and offboarding processes.
  • Device Management: Manages employee devices and software provisioning.
  • Global Workforce Management: Supports HR, IT, and Finance operations for international teams.
  • App Integration: Connects with various third-party apps to enhance functionality.


Both Sesame HR and Rippling are designed to enhance the efficiency of HR processes and improve the overall employee experience. Key similarities include:

  • Automation: Both tools offer automation capabilities to reduce manual tasks.
  • Employee Database: Each provides a centralized repository for storing employee information.
  • Performance Management: Tools for evaluating and tracking employee performance.
  • Documentation: Both platforms have document management features for storing HR files.
  • User-Friendly Interface: Designed with intuitive interfaces to facilitate ease of use for HR managers and employees alike.



Despite their similarities, Sesame HR and Rippling have distinct differences that set them apart:

  • Scope: Sesame HR primarily focuses on HR processes, while Rippling covers HR, IT, and Finance.
  • Device Management: Rippling includes device and software management, unlike Sesame HR.
  • Global Management: Rippling is equipped to handle global workforce operations, which is more limited in Sesame HR.
  • Integration: Rippling offers broader third-party app integration compared to Sesame HR.
  • Payroll & Benefits: Rippling’s advanced payroll and benefits administration features go beyond what is typically offered by Sesame HR.

Pros and Cons

Sesame HR

  • Pros:
  • Strong focus on HR processes.
  • Intuitive employee self-service portal.
  • Effective time tracking and leave management.
  • Comprehensive document management.

  • Cons:
  • Limited scope compared to all-in-one solutions like Rippling.
  • Less robust global workforce management capabilities.
  • Fewer integrations with third-party apps.


  • Pros:
  • Wide-ranging functionality covering HR, IT, and Finance.
  • Robust device and software management.
  • Extensive global workforce support.
  • Advanced payroll and benefits administration.
  • High levels of third-party app integration.

  • Cons:
  • May be overwhelming for smaller organizations needing only HR functions.
  • Higher price point compared to more specialized HR tools.

Use Cases

  • Sesame HR Use Cases:
  • Small to mid-sized companies needing to streamline HR processes.
  • Organizations focused on improving HR efficiency and employee engagement.
  • Businesses looking to automate time tracking and leave management.

  • Rippling Use Cases:
  • Medium to large organizations needing an integrated solution for HR, IT, and Finance.
  • Companies with a global workforce requiring compliant and efficient management tools.
  • Organizations looking for advanced device management and software provisioning features.


Sesame HR and Rippling offer powerful solutions tailored to different organizational needs within the HRIS landscape. Sesame HR excels in streamlining and automating HR-specific processes, making it an ideal choice for small to mid-sized organizations focused on HR efficiency and employee engagement. In contrast, Rippling's integrated approach encompassing HR, IT, and Finance, along with its advanced global management capabilities, makes it a strong candidate for medium to large organizations looking for a comprehensive, all-in-one solution.

When deciding between Sesame HR and Rippling, consider your organization’s size, the complexity of your needs, and your budget. If your primary focus is on optimizing HR processes at a competitive price, Sesame HR is a strong contender. However, if you require a robust platform that can streamline HR, IT, and Finance operations on a global scale, Rippling represents a compelling choice.

Key takeaways 🔑🥡🍕

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