Charlie started Next Jump from his college dorm room in 1994, as a print coupon book: The Collegiate Web. He went to school on financial aid and did not intend to start his own company; the coupon book was a means of funding his long-distance relationship with his high school sweetheart.
When we first hired interns, Charlie went out of his way to mentor and coach them despite our overall lack of resources.
We launched our first products aimed at corporate HR departments in 1998. ClickatWork was a combination of playbill-sized guidebooks and websites aimed at corporate employees.
First investment round which led to $45M raised from 100 angels.
(half dozen billionaires, No VCs, No PE)
This was our first e-commerce platform where small businesses could add themselves; we became a hub for new and developing merchants to showcase their products. This laid the foundations for our ONECart technology.
Click at Work becomes Corporate Perks.
By the time of the first dot-com bubble, we had grown to 150 employees in 5 offices (Boston, New York, Washington, Chicago, and San Francisco). We survived the dot-com bust by shrinking down to 4 employees before building the business back up.
Next Jump acquired its largest competitor: Abilizer, the #1 provider of employee discount programs.
Full Engagement. Exceeding Expectations. Consistent Execution. Active Learning. Trust. Collaboration. Tenacity.
We completed our first Code for a Cause project, partnering with the non-profit Angelwish.org to help build them a website and blog.
After increasing our hiring for software engineers, we ended up realizing we had hired a bunch of “brilliant jerks.” Overnight, we ended up firing 50% of our engineers.
We introduced a loyalty currency, WOWPoints, into our employee perks program.
We introduced ONECart Technology to our Employee Perks Program. ONECart allows our users to make purchases from multiple retailers, all at the same time, directly from us. The orders placed at checkout are sent directly to the individual retailers, saving people the trouble of having to place multiple orders on multiple websites.
We introduced Human Capital Engineering (HCE) programs as a way for Next Jumpers to upgrade their leadership development.
Next Jump became top recruiter in tech; turnover skyrockets.
Next Jump hosted Silicon Alley 500 (SA500) annual recruiting event. We brought together 50 of the best East Coast-founded technology companies to meet 500 select engineering students and hosted the event on New York Stock Exchange floor.
Our holiday party at Next Jump is held once a year in February, and we bring together all employees from four offices for the event. It’s an amazing perk of being a Next Jumper, one that truly connects us. The highlight of the evening is the Dance Battle, in which each of our four offices performs three choreographed routines in front of external judges to compete for the best dance crew of Next Jump, and the coveted trophy. We don’t hire dancers at Next Jump. From engineers to customer service reps, we all dance.
What started as a casual dance battle turned into a fierce yearly competition as we discovered the dance battle was also a great practice ground for leadership development. It has been said in only halfway jest that Next Jumpers take nothing more seriously than the dance competition.
We introduced our first ever “Avengers Award,” the highest honor given at Next Jump. This award recognizes the Next Jumper who most exemplifies steward leadership and honors our mothers, who taught us to help others.
Meghan Messenger, currently our co-CEO, considered working part-time as she and Charlie were managing all of our revenue and culture initiatives. We doubled down on our leadership development programs including Talking Partners, Situational Workshops, and the FLO Model as ways to create organic leadership across the entire company.
We worked with Simon Sinek to better articulate this culture we have developed and strengthened the articulation of our WHY, Better ME + Better YOU = Better US
In 2011, we launched OO.com as the first product from our partnership with LivingSocial. Every time you shopped, customers had the choice to donate reward points to support a cause of their choice.
Aside from increasing our hiring standards, this was a signal of intent for employees to show that you can expose vulnerabilities, weaknesses, and faults without the fear of losing your job.
Read this Charlie HR interview with London MDs Kevin McCoy and Tarun Gidoomal: https://magazine.charliehr.com/next-jump-ddo/
Dr. Srikumar Rao, a celebrated coach/mentor/teacher who has taught his course “Creativity and Personal Mastery” at top business schools, as well as for many top executives globally, spoke at our offices. He is the author of several best seller books and also a popular TedTalker. Many of Dr. Rao’s past students & mentees have said that his course changed their lives and we were very excited to have him speak at our offices.
We began hosting regular Next Jump Leadership Academy workshops, bringing in Heads of Talent Development and Culture to observe, learn, and participate in our culture.
We are mentioned in Simon Sinek’s TedTalk on ‘Why good leaders make you feel safe’ – we are a great example of a company that creates trust and safety in order for employees to experiment without fear. He uses us as an example of how companies should run and the environments they’ve built, talking about our no-firing/ lifetime employment policy.
The New York Office launched its Adopt-a-School Program, adopting PS-119 in the Bronx.
In 2015, we invested millions of dollars in our biggest technology upgrade in company history, transitioning our e-commerce platform from corporateperks.com to perksatwork.com. The platform goes above discounts to include all technologies to help run company culture.
Next Jump was recognized by Harvard Professors Dr Lisa Laskow and Robert Kegan in the book ‘An Everyone Culture: Becoming a Deliberately Developmental Organization’ and by the organization, Way to Grow, as a Deliberately Developmental Organization. A Deliberately Developmental Organization (a DDO) is an organization – large or small, private or public, for-profit or not – with a culture explicitly designed to advance the mutual flourishing of the organization and its people. Next Jump was one of three organizations globally recognized for this honor.
We upgraded and launched our most powerful e-commerce platform globally: Perks at Work. We are the largest employee benefits provider in the US and make over $2bil in sales annually.
Next Jump was chosen and awarded as 1 of the 9 healthiest workplaces in US.
We released our first 5 apps to the Apple App and Google Play store available to our clients. These are the first of over 50 culture apps developed internally to help run our company culture better.
The People Org Chart ensures that every NxJer has a coach who is responsible for their growth, which includes setting up their environment with training, feedback loops, and coaching.
We set up an environment to help people grow – training, feedback loops and coaching, and baked it into our culture. This allows for faster learning and leads to more agile teams.
Charlie and Meghan, Next Jump Co-CEOs, were invited to speak at the CIA. They took their “Level 5 Leaders” and shared their insights on leadership development, strategy, and decision making. Invited to the session were 70 of the most senior talent in the agency across all divisions.
So much of our lives have been disrupted. For the fortunate ones of us that have our job and can be at home, we have new challenges of balancing work, kids, life all in close quarters – all while having fear of staying healthy and for loved ones.
Started offering free weekly leadership classes open to the public. Have now taught more than 175 hours all available on video.
Curriculum forming for our first Leadership Development & Decision Making Training (LDDMT) Module 1—originally called “Pre-Resiliency Training or PRT”
Developmental GPS (DevGPS) provides a rapid assessment of five key decision-making skills. Layer perspective from self, peer, and coach to identify gaps in awareness.
- Q1: Future Outlook
- Q2: Measuring Progress
- Q3: Discipline in the Hard Stuff
- Q4: Speed & Boldness
- Q5: Truth (“No Lying Hiding Faking”)
- NYC | Boston | London
- Instead of returning to office, we created a new leadership tier called Partners, accepting employee applications based on who was the most coachable and made it a privilege to come into the office.
Michelin-starred Chef Dani Chavez-Bello joined Next Jump as a Senior Partner to advance the mind-body connection of human performance. Chef Dani has worked across different continents, starting his culinary journey in Barcelona then San Sebastian, Paris, Hamburg, Tokyo, and New York. He’s worked in some of the top restaurants in the world as El Bulli, Berasategui, Maison Darroze, Mugaritz, and Bouley. Always looking for culinary excellence, today his mission is gut health and how food contributes to improving human performance. He is focused on fermented food and its ability to maintain or rebuild our microbiome.
Cross-Domain Coaching (DCD) refers to the idea that awareness and skills transfer are easier to observe and accept in an area outside of your area of core expertise. Under stimulated stress, individuals will see their default tendencies emerge. The goal is to help participants become more aware of their thought patterns and behaviors both individually and as a team. Curriculum with Cross-Fit & Basketball (Truth Reps)
In partnership with Cornell University, we hosted hundreds of students and young professionals
Similar to a credit score that quantifies good financial behavior, the DRS quantifies good behaviors that lead to better team decision-making. The DRS results help identify the highest ROI training for individuals and teams. Do they need to work on unlearning bad mental habits (Modules 1-3) or learning new skills of decision-making (Modules 4-6)?
Weekly situational workshops run by the top-rated and most experienced Leadership coaches to work through live situations plus peer support from other coaches with active LDDMT groups.
Chef Dani assembled ‘The Chef Coalition’- a team of 15+ Michelin level chefs, coming together on the First Thursday of every month at Next Jump, NYC during Test Kitchen Thursdays. Better Me—they will focus on how to improve their skills in cooking, leadership, customer service, etc, and learn from each other. Better You—they will also focus on how to make a greater impact as a team—teen mental health, food scarcity, food as medicine, mentoring up-and-coming chefs, and more.
After pioneering a successful 2-week session for 80 middle schoolers from “Avenues The World School”—Chef Dani collaborated with Curtis Murungi (PhD from Stanford specialist building curriculums ) to help put together a pro bono learning curriculum geared towards food, nutrition, and mental health for youth. Topics include Food for Sports and Energy, Acne and Skin Health, Food & Mood, and more. Our goal is to reach 1,000 schools.
Hosted an event to discuss “not easy to solve issues” happening within the world and workplace with hundreds of leaders across the industry. Facing problems alone as individuals, alone as companies makes the pain worse with isolation and common mistakes and lessons not shared. Our goal is to build a community of leaders, helping each other. Topics included, what to do with all this office space, mental health, remote and WFH/isolation, AI in the workplace, How to fix education, Human Health: exercise and food, and more…
The start of a 3-month BETA experiment of building leadership coalitions (pairing a team of companies together, training together, and mentoring the top leaders under the CEO)...the purpose is to accelerate and generate innovation within a company that is hard to do solo as a company. Next Jump | Prototype Training | MOAA
Incorporation of AI technology to help coach via technology elements like improving feedback quality which uses a large language model (LLM) to evaluate each piece of feedback. Measured per person per team.