Calculating the True Cost ofRippling vs Custom.
Calculate the true 5-year cost of Rippling HR vs custom HR infrastructure. mid-market companies pay $36K–$96K/year.
Why Companies Outgrow Rippling
Per-employee pricing across HR, IT, and Finance modules creates compounding costs
Module bundling forces you to pay for features you do not use
Rapid feature releases frequently break existing workflows and integrations
Device management and app provisioning create deep vendor dependency
Feature Matrix: Custom vs Rippling
| Capability | Custom Architecture | Rippling |
|---|---|---|
| Annual Cost | $40K build + $3K/year | $36K–$96K/year (150 employees) |
| HR + IT Unification | Custom unified platform | Native but rigid modules |
| Device Management | Integrates with existing MDM | Built-in MDM |
| Payroll | API integration with payroll provider | Included with add-on cost |
| Headcount Scaling | Fixed cost at any size | Linear cost increase |
Frequently Asked Questions
How much does Rippling cost per year?
Rippling starts at $8/employee/month for core HR and scales to $25+/employee/month with IT, Finance, and advanced modules. For 150 employees, annual costs range from $36,000 to $96,000.
Is custom HR software better than Rippling?
For companies with 100+ employees and specific HR workflows, yes. Custom HR infrastructure costs $40,000 to build with $3,000/year maintenance. Over 5 years: $52,000 vs $180,000–$480,000 for Rippling.
What does Rippling do that custom cannot?
Rippling excels at device management and app provisioning out of the box. Custom software can replicate these features but the value proposition is strongest for companies focused on HR, payroll, and benefits administration where per-employee fees are most punitive.
Stop Renting Core Infrastructure
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