Blog post hero
2 minutes

Why We Created Fringe

Jordan Peace, CEO

Since begin­ning our com­pa­ny, we’ve often got­ten the ques­tion, ​“Why did you start Fringe?”

The short answer? We built Fringe because some­body had to.

I’ve worked as a finan­cial advi­sor for the bet­ter part of a decade, and I can’t count how many ​“let me explain your ben­e­fits to you” con­ver­sa­tions I’ve had with clients. Is it because I had unin­tel­li­gent clients? I doubt it. I was explain­ing ​“ben­e­fits” to my clients because, at an aver­age age of 35, they were hav­ing a hard time wrap­ping their heads around the fact that they need to be sick, dis­abled, dead, or 65 years old to ben­e­fit from their benefits!

This got me thinking…and yes, it took many years to rumi­nate. I arrived at this premise:

Employees, particularly millennials, want benefits that meet needs now and can change as life changes … rapidly.

So, as you might expect, we start­ed doing some research to see if this hypoth­e­sis had mer­it. One thing was crys­tal clear from the jump – mil­len­ni­als want more non-tra­di­tion­al benefits.

These are the kinds of sta­tis­tics that leave you won­der­ing, ​“but why”? Often, I’ll hear ​“don’t peo­ple real­ize that if they make more mon­ey, they can just BUY them­selves the kinds of ser­vices Fringe offers?” Again, I don’t think it’s a mat­ter of intelligence.

The point is, it’s not about the money! It’s about what the money means.

More salary means ​“we val­ue you”, ​“we need you”, ​“we can’t afford to lose you”, or ​“it comes with more respon­si­bil­i­ty”. Greater and more diverse ben­e­fits mean ​“we care about you”. In the end, it seems, this is what it’s all about. It shouldn’t come as a shock that human beings want to feel loved and cared about. Will Fringe ben­e­fits alone com­mu­ni­cate this mes­sage? Of course not. A company’s cul­ture, its core val­ues, and its lead­er­ship always have and always will be the great­est deter­min­er of success.

Actually caring about your people is the thing that brings in top talent and makes them stay.

If you’re an HR head or a CEO read­ing this and you’re hop­ing Fringe will be the cat­a­lyst to turn your cul­ture around and improve those unsight­ly Glass­door reviews, sor­ry, you’ve got deep­er prob­lems to address first. If you’re a deci­sion mak­er in a com­pa­ny that already cares about your peo­ple, Fringe is a per­fect way to show that care to each indi­vid­ual in a way that makes them feel unique­ly pro­vid­ed for.

We built Fringe because the ​“cafe­te­ria mod­el” need­ed to become the Star­bucks mod­el. If an employ­ee wants a tall coconut-milk caramel lat­te ben­e­fits pack­age, com­pa­nies need­ed a way to give her just that. Half-caf? Done. Extra Whip? Not a prob­lem. Like it or not a new gen­er­a­tion is tak­ing over the work­place. A gen­er­a­tion that knows noth­ing else but per­son­al­iza­tion, cus­tomiza­tion, and cel­e­brat­ing indi­vid­u­al­ism. The com­pa­nies who embrace this change instead of resist­ing it will be the com­pa­nies that thrive in the next 30 years and beyond. Those that don’t sim­ply will not recruit, will not retain, and will not exist.

Fringe ben­e­fits that are per­son­al­ized, holis­tic, and meet imme­di­ate needs in employ­ees’ lives – these are the future. Ben­e­fits should not just pro­tect the fam­i­ly from finan­cial hard­ship. Why choose Fringe? Because ben­e­fits should spark joy, reduce stress, give time back, and impact the fam­i­ly. We built Fringe to do exact­ly that.

Ready to learn more?

Request demo

Subscribe to the Fringe newsletter.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
By clicking “Accept All Cookies”, you agree to the storing of cookies on your device to enhance site navigation, analyze site usage, and assist in our marketing efforts. View our Privacy Policy for more information.