As co-founder and CFO of Revology, a technology and services company specializing in revenue cycle management for healthcare providers, Dan Krzmarzick was struggling to manage some of the growing pains he encountered while trying to handle employment-related compliance work manually as the company's remote-first workforce rapidly grew. In 2023, Revology had employees in eight states—but ambitious growth goals saw its workforce expanding into new states, and Dan was overwhelmed.

“I was spending hours and hours a month doing state compliance work,” he said. “For example, if we hired somebody in a new state, we needed to handle workers’ comp and state registration or confirm various different information.”

Looking back on that time and comparing it to now, when Revology has employees in 29 states, Dan knows he wouldn’t have made it.

“To manage 30 different state registration processes would have been an absolute nightmare,” he said. “I was at a breaking point with it because it's just overwhelming the amount of notices that you get. All the different portal logins. You have to manage all the different filings.”

Benefits administration was another frustrating, time-consuming, manual process for Revology.

“The enrollment process was an absolute nightmare. Every time somebody came on, we had to log into a portal and type in all their information again for the tenth time into the tenth different system,” Dan said, adding that HR leaders “had to do that differently” for the company’s healthcare, vision, and dental plans through Blue Cross.

He added, “When somebody left, you had to go unenroll them and stay on top of it because if you missed it, you’d overpay. Overhauling our benefits was something that needed to happen and needed to happen quickly because we didn't want to pay money that we didn't have to pay.”

When the company made its first hires, it initially used Quickbooks for payroll. But as Revology scaled, it needed a more robust payroll platform that could support varying pay schedules and time-off policies. Dan and Kayla Ostby, Manager, Human Resources, at Revology, were drawn to Rippling because of how scalable it was—they saw its potential to help them keep growing at a rapid clip—and potentially save time on some of the growth-related tasks they’d been doing manually by automating them.

“We loved the user interface component. We loved the payroll aspect. We loved that it integrated into all of the various other systems that we use—Netsuite, Salesforce, the core things that we utilize as an organization. And we really love the automation components,” Dan said. “Being able to build workflows and automate as much of the onboarding and hiring process as possible was a key part of the future for us.”

But another thing that caught Dan’s eye was all the non-payroll features Rippling offered.

“We didn't buy all these products right at the beginning, but we knew we had that as an option,” he said. “We felt like we could consolidate around one technology solution.”
It was a few months before Revology joined Rippling PEO, but it proved to be the game-changing solution Dan needed, helping him streamline and automate compliance and other manual tasks as Revology’s growth continued to the next level.

A professional employer organization (PEO) is a technology and service offering that helps streamline and automate the manual, administrative parts of payroll, benefits, HR, and compliance work, taking them off companies’ plates so they can focus on more important tasks. And that’s exactly what Rippling PEO did for Revology.

Two of the features Rippling PEO offers:

• 24/7 compliance by proactively tracking changing federal and local regulations and detecting and resolving infractions
• Multi-state tax registration and filing by setting up state payroll tax accounts for all employees and automatically calculating and filing state taxes

And just like that, those tasks—and the hours of work each month that came with them—were off Dan’s plate.

With Rippling PEO, Revology also gets access to certified HR experts who can help Dan and Kayla confidently navigate complex HR decisions—another huge value-add, Kayla said.

“Being in all these states, there's different state laws,” she explained. “If I'm ever questioning if we need to implement a policy or change something on our end, I can always reach out to an HR advisor at Rippling, which is so incredibly helpful for me because no one person can keep up with all the state laws and all the changes that are happening.”

With Rippling, Dan could also leave behind the tedious, frustrating enrollment process he had encountered with his Blue Cross benefits plan. Now, benefits enrollment is built into a fully automated onboarding flow that all new hires start as soon as they accept a job offer at Revology. Even better, it means they can complete paperwork and other administrative parts of onboarding before their first day, Kayla says improves the employee experience.

“It makes for such an exciting day because they're not sitting there filling out their paperwork,” she said. “I've had people comment on how nice that is because they're able to take their time and look into things that they need to on some of the paperwork, such as benefits. They're not just forced to do it on the spot.”

Dan added, “Their first day working at Revology, we spend the entire day talking about the company. They talk to our CEO, they learn about the product we're building. We can use it as an opportunity to rally them around our mission and our vision and our values. It's much more invigorating on day one than filling out a W-4 when they first walk in the door.”

[Rippling has] completely freed up my time to focus on the stuff that is actually going to take this business to the next level.

Dan Krzmarzick

Co-founder and CFO at Revology

Implementing Rippling has allowed Dan to save hours he used to spend on manual, administrative tasks. He uses it to focus on strategy, growing the business, or getting to know his employees.

“I think it's incumbent on any senior leader in an organization to have a really good feel for where employees are. Employee engagement for me, and for Revology, is an incredibly serious topic. It's not something that we just give lip service to,” he said.

So with some of the time he’s gotten back thanks to Rippling, Dan makes it a priority to have 1:1s with employees.

“I have two primary use cases for the Rippling app on my phone: Number one is to submit expenses, and number two is to get employee cell phone numbers because I call people all the time,” he explained. “I think it's impactful when you reach out to people and talk to them about their roles, particularly coming from someone who is in a C-level position. It goes back to the values that we have as an organization. Why did we want to start this company? Yes, you want to make money. Yes, you want to build something that's really cool. But along the way, you get to have an immense impact on people's lives. As the company grows, so much opportunity becomes available and you can really help people get to the next stage of their career.”

• Put off hiring 4 FTEs due to automating work through Rippling PEO. “Rippling PEO is the best decision we ever made,” Dan said. “The fact that we went eight months without it is just… I can't believe that we made it through that eight month period.”
• Expanded Revology’s workforce from eight states to 21. “To manage 30 different state registration processes would have been an absolute nightmare” without Rippling PEO, Dan said.
• Saved immeasurable time to focus on strategic, value-adding work. “It's completely freed up my time to focus on the stuff that is actually going to take this business to the next level,” Dan said.