The HR tech industry, once seen as a relatively safe and innovative space, has recently come under the spotlight due to high-stakes allegations of corporate espionage. The ongoing legal battle between Rippling and Deel offers more than just headlines, it provides crucial lessons for every platform operating in this space.
Learn why this case of corporate espionage is a wake-up call for HR Tech platforms.
Understanding the nuances of corporate espionage in the tech world is now more essential than ever.
The Rippling vs. Deel Saga
In early 2025, Rippling filed a lawsuit against Deel, accusing it of engaging in corporate espionage by allegedly stealing trade secrets and poaching key employees.
According to Rippling, the actions involved unpermitted access to proprietary information and aggressive recruitment practices that violated confidentiality agreements. While Deel denies wrongdoing, the lawsuit underscores how corporate espionage is evolving in the age of cloud platforms and remote teams.
What Counts as Corporate Espionage Today
Traditionally, corporate espionage evoked images of spies and covert surveillance. In the digital age, however, it can be as simple (and damaging) as downloading confidential data, cloning product features, or soliciting insider knowledge from former employees.
HR tech platforms, often rich in sensitive employee and client data, are especially vulnerable.
Why HR Tech Platforms Must Be Vigilant
The HR tech space is highly competitive, with platforms racing to build the most integrated, global, and scalable solutions. This makes them ripe targets for corporate espionage. With remote work blurring geographical boundaries and increasing employee mobility, protecting intellectual property has become more complex.
The Rippling vs. Deel conflict shows just how easy it is for competitive lines to blur and the devastating impact it can have on trust, reputation, and revenue.
Building a Defense Against Espionage
To guard against corporate espionage, HR tech companies must adopt comprehensive security protocols. This includes rigorous employee offboarding processes, well-defined NDAs, monitoring access to sensitive systems, and proactive legal strategies.
Investing in cybersecurity is not just about simply preventing external hacks, it’s about protecting the core of your business from internal leaks and competitor interference.
Conclusion: Build with Consent at the Core
The Rippling vs. Deel case is more of a warning than corporate drama. As competition intensifies, so does the temptation for shortcuts through corporate espionage. HR tech platforms must stay alert, audit their vulnerabilities, and create a culture of ethical growth.
