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

Rippling has a story that no one else in the market can tell — a single system that connects HR, IT, and Finance, built for how modern companies actually operate. We have tens of thousands of customers who live it, a practitioner community in The Glue, and a brand with credibility in the market. What we're building now is the editorial voice to match.

This role is about creating content, building a community, and forming a point of view that earns the attention of our audience. You'll set the editorial vision, build the content engine, and own the strategy — and you'll do it while rolling up your sleeves with your team, setting high standards, and having a bias toward shipping over perfection.

This role is based in our NYC or SF office.

What you will do

• Set the HR content strategy: Develop a clear, opinionated point of view on how modern companies should run HR—and what most of the market gets wrong. This isn’t about covering topics; it’s about setting direction.
• Set the editorial bar: Decide what’s worth saying and how to say it. Push the team toward work that is clear, specific, and memorable—not generic or interchangeable with other B2B brands.
• Build and run the content engine: Own the systems behind the work: how ideas are generated, prioritized, produced, and distributed across formats. Increase output without lowering quality.
• Partner closely with Sales and the field: Stay close to what buyers are asking, what objections are surfacing, and what’s landing in conversations. Translate that signal into sharper editorial judgment and a more relevant roadmap.
• Shape and scale The Glue: Turn Rippling’s HR community into a true extension of the narrative—programming, content, and participation that people actively choose, not passively join.
• Stay close to the work while leading a team: Lead a team of content and community leads while remaining hands-on. Step into key pieces, give direct feedback, and unblock quickly.

What you will need

• You’ve owned content strategy with a clear point of view: 7+ years in content marketing, with experience setting direction for a B2B brand and executing against it. You have strong editorial judgment and taste, understand what resonates with a sophisticated HR buyer, and can articulate why.
• You’ve created and scaled from scratch: You’ve experimented with formats, channels, and distribution—and developed approaches that others adopted. You’ve built or grown a content operation and know how to increase output without turning it into a volume game.
• You’re comfortable leading and doing: You can manage a team and develop people with clear feedback, but you’re just as comfortable getting directly involved in the work and raising the bar through your own contributions.
• You can tie content to real outcomes: You understand how content connects to the pipeline and can use data to inform decisions, not just report on performance.
• You have high standards for the work itself: You’re a strong editor and storyteller with a clear sense of what “good” looks like—and you push until it gets there.

Additional Information

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accommodations@rippling.com

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.

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.