Like any successful + large company, there's a lot of red tape to jump through (e.g. CPQ can be slow) and processes to follow, but they are investing a lot in automation to ease the burden.
Having captured the majority of the market share in their ICP (tech), Rippling is pushing hard into the traditional economy. There are some nuanced feature gaps that they're working quickly to fill, but the result is you run into a lot of companies who are looking for a simple, inexpensive payroll solution and aren't drawn to the brand or unification story that set Rippling apart.
You're also at the mercy of the round-robin system and your book of accounts (there are ~60 reps in Core MM), so you can expect to take a good amount of calls where the prospeect is just looking to learn more about Rippling and isn't actively looking to implement a new HR & Payroll platform. The key is to focus on the accounts that are a good fit & are gravitating toward the value that Rippling provides. You can often hit your number with just a few large deals each quarter with a couple smaller deals sprinkled in.
You can lose your target accounts if the Broker team is introduced through a partner or if the company wants to just purchase 1 (or a small #) of EOR seats and elects to wait to make the broader HRIS + Payroll transition.
