Send a closed placement into the client HR system of record

The employer of record providers solve a legal problem: someone has to be the employer in a country where the client has no entity. An HR system of record solves an operational one: once a person is hired, their employment data has to live somewhere that payroll, benefits, devices, access and reporting all read from.

Rippling spans both. That means a handoff into it is usually not the end of a cross-border edge case but the ordinary end of a hire, including hires in countries where the client already has an entity. The volume is different, and so is the audience: the recipient is usually a people operations team rather than a finance contact managing an EOR contract.

For recruitment software the consequence is simple. The interesting field set is wider than an EOR onboarding form, because a system of record wants a department, a manager, a location, a start date and an employment type, not just enough to draw up a contract.

The planned behaviour is a one-way push at placement close, creating a draft new-hire record for a people operations reviewer rather than an active employee. Draft matters. An HRIS record that goes active provisions accounts, starts benefit eligibility clocks and can trigger payroll, and none of that should happen because a recruiter moved a card.

Once a person is an employee, most of what happens to them is none of a recruitment system's business. Payroll runs, benefits elections, device assignments, app provisioning, performance records, compensation changes and time off will not be synced back into Surhires. There is no recruitment workflow that needs them, and holding them would widen the blast radius of a CRM breach for no return.

The narrow exception under consideration is a start confirmation and a leaver signal, because both are directly relevant to recruitment. A confirmed start closes out the guarantee window tracking on a placement. A leaver inside that window is the event an agency needs to know about immediately, because it is the difference between a booked fee and a rebate.

For a contingent agency, a placement is not revenue until it survives the guarantee period. Most desks track that period in a spreadsheet and find out about a drop-out from an awkward phone call. A leaver signal from the client system of record turns that into a dated event on the placement record.

Surhires already tracks placements inside a guarantee window on the pipeline dashboard, and the roadmap value of this integration is mostly that it makes those flags accurate rather than estimated. That said, whether a client is willing to share leaver data with their recruitment supplier is a commercial conversation, not a technical one. Some will. Many will not, and the integration has to work without it.

Today the handoff is an export or a copy from the placement view into whichever HR system the client runs, and for most agencies the client does it rather than the agency. What you can do now is make the export complete: capture department, manager, work location and employment type on the requisition rather than in the offer email, so the fields a people operations team asks for already exist as data.

For guarantee tracking, set the guarantee window on the placement at close and let the pipeline dashboard surface at-risk placements. Confirm starts by asking, not by assuming. It is manual, it takes a few minutes a week, and it is more reliable than a connector nobody has built yet.