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I have been working at Jump Associates full-time (Less than a year)
Jump builds employees leadership capabilities for every employee through company training opportunities, daily leadership activities, and unique JUMP style teachings; whatever style learner you are. Leaders lead by doing rather than saying - something not often seen in previous organizations I've worked in.
What a refreshing approach to what a modern learning culture should look like. Jump makes it a point to learn daily by various intentional activities with time devoted to learning from one another and from FAILURES.
Additional major pro is that not only does Jump leadership has one foot firmly rooted in academia (frameworks, methodologies) but also grounded as practitioners with multiple first-hand client experiences - several hundred case studies.
Long hours but they are rewarding. Not being able to talk about client projects due to confidentiality is a challenge; explaining some of the fascinating projects Jump has facilitated. The commute from SF is a manageable pain thanks to Caltrain and that San Mateo stop and 2-block walk.
Advice to Management
Continue to foster leadership. Focus on taking JUMPS internal culture and special sauce as an offering for others.
Warning! How you answer the Predictive Index behavioral survey will dictate whether you even have a conversation with a recruiter.
You would think an innovation agency would take a human centered approach to its hiring process. But no, not the case at all. After applying online with a resume, writing sample and work sample, I was sent an email from the recruiter asking to complete a behavioral survey (Predictive Index). One week later, the recruiter emails with a generic response that says "our current needs require a different skill set."
It's disappointing they would come to this conclusion without ever once having a phone conversation with me. You can't help but feel this was completely based on the results of the behavioral survey which while I can see useful, hardly tells the story. It's like they did the quant, but didn't realize they need the qual to dig deeper.
Jump, I hear your CEO wrote a book on empathy. Maybe leverage that to take a look at your hiring process.