Recruiting Enablement Program Specialist

About Rippling

Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.

Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.

Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.

We prioritize candidate safety. Please be aware that all official communication will only be sent from @Rippling.com addresses.

About the role

We're looking for a Recruiting Enablement Programs Specialist II to own and drive Recruiting Enablement at Rippling. This role sits at the intersection of change management, internal communications, and operational excellence — ensuring our recruiting team is always equipped with the latest tools, knowledge, and resources to perform at their best. You'll be the connective tissue between product launches, AI-driven process changes, and the day-to-day work of our recruiters.

This is a role for someone who deeply understands the recruiting function — the daily realities of sourcing outreach, candidate pipeline management, intake meetings, closing calls, and the constant context-switching that recruiters and sourcers navigate. That empathy will be the foundation for everything you build.

What you will do

Change Management & Communications — Own the end-to-end communication strategy for recruiting team changes, including new product features, process updates, tool rollouts, and policy changes. Ensure announcements are timely, clear, and actionable.

AI Enablement Partnership — Partner closely with our AI Captain to manage the rollout and adoption of AI tools and workflows within the recruiting team. Develop training materials, usage guidelines, and feedback loops to maximize AI effectiveness.

Intranet & Knowledge Management — Own and maintain the Recruiting team's intranet, ensuring content is current, well-organized, and easily discoverable. Serve as the editorial lead for all recruiting-facing documentation.

Content Governance — Own the full content lifecycle for recruiting enablement materials — including version control, archiving outdated resources, maintaining a single source of truth, and ensuring documentation stays accurate as processes evolve.

New Recruiter Enablement & Onboarding — Design, build, and maintain enablement resources for new recruiters joining the team, including onboarding guides, playbooks, reference materials, and self-service learning paths.

Program Management — Build and maintain a recurring enablement calendar (e.g., weekly digests, monthly deep-dives, quarterly refreshers) to keep the team informed without overwhelming them.

Stakeholder Collaboration — Work cross-functionally with Product, Engineering, People Ops, and Recruiting Leadership to stay ahead of upcoming changes and translate them into recruiter-ready content.

Feedback Loops — Establish and maintain structured channels for gathering recruiter and sourcer feedback on enablement effectiveness, tool adoption, and pain points. Surface insights to Recruiting Leadership to inform priorities and program iteration.

Cross-Regional Enablement — Design enablement programs with a global-first mindset, ensuring resources are accessible and effective across time zones. Leverage async-first communication (recorded walkthroughs, written digests, self-serve resources) so distributed team members receive the same quality of enablement as those in HQ.

Measurement & Iteration — Track engagement and effectiveness of enablement programs (e.g., read rates, quiz scores, adoption metrics) and iterate based on data.

What you will need

3–5 years of experience in enablement, recruiting, internal communications, program management, or a related field — ideally within a recruiting or talent acquisition organization

Direct recruiting function experience strongly preferred — you've worked as a recruiter, sourcer, or recruiting coordinator and understand the day-to-day realities: pipeline management, sourcing outreach, intake calls, candidate experience, offer negotiations, and the constant reprioritization that comes with the role

Strong written and verbal communication skills; ability to distill complex changes into clear, concise messaging

Experience managing an intranet, wiki, or internal knowledge base (e.g., Confluence, Notion, SharePoint)

Comfort working with AI tools and a genuine curiosity about how AI can improve recruiting workflows

Proven ability to manage multiple projects simultaneously with strong attention to detail

Experience creating training or onboarding content (guides, videos, decks, etc.)

Self-starter mentality — you thrive with autonomy and can build programs from scratch

Nice to have

Prior experience as a recruiter, sourcer, or recruiting coordinator at a high-growth technology company

Deep familiarity with the recruiter/sourcer toolkit: ATS workflows, sourcing platforms (LinkedIn Recruiter, etc.), CRM sequences, and interview scheduling logistics

Familiarity with Rippling's product suite or similar HRIS/ATS platforms

Background in instructional design or adult learning principles

Experience with change management frameworks (e.g., ADKAR, Prosci)

Data literacy — comfortable pulling metrics from dashboards or analytics tools to measure program impact

Experience enabling distributed/global teams across multiple time zones

Additional Information

This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.

A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.

Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.

The pay range for this role is:

100,000 - 132,000 USD per year(US Tier 1)