Jamf reviews

Highlights: so much focus put on “culture” that very real issues (pay inequality, lack of tools to do the job) are glossed over. Pay is far below industry average. RSUs are no longer offered to new hires. Very metrics focused culture. Entire meetings devoted to going over and over the statistics of dials and email open rates. Culture: One example that stands out the most, was when we had our weeklong company wide summit in January. Meeting attendance was compulsory, and there were a lot. At the end of the week senior leadership sent out an email scolding reps for low activity in the past 4 work days, using the phrase “completely unacceptable.” So…..you create a event highlighting the culture of Jamf, required hours of meetings, but it’s “completely unacceptable” to you that reps couldn’t cram 8 hours of work in the few hours of the day in one week around lectures and celebrations of the amazing culture? Pay: Promises were made to re-evaluate pay adjustments for inflation after a company wide survey showed this was BY FAR the area of the most dissatisfaction - nothing was done. Even after reporting record profits, we were told in the same breath they cannot afford to adjust pay or give raises. Holiday bonus was a gift card to Jamf’s swag store. Role: SDR’s are promised a quick and clear path to promotion at 6 months to AE once proven on the sales floor. But the reality is sales is over-saturated with AE’s, territories are constantly being shuffled and chopped smaller and smaller for enough to go around, while quotas are raised every quarter and office politics have a lot do with promotions. At least in Sales Dev, reps are treated very much like just a number. Reps are expected to cater completely to the several AE’s they’re assigned to. Even when it means losing opps or meetings because of their calendars and preferences. Tons of friction between territory SDRs and security SDRs; you share territories and have the exact same job functions. AE’s vary in their treatment of SDRs between very collaborative and team focused, and treating their reps like trash. Depending on your manager, you might have plenty of help or no assistance navigating this dynamic.

The more they grow, the less they feel like a start-up (which was a huge appeal for years). Increased employee count means more competition for promotions.