Jamf reviews

Our commitment to inclusion, diversity, equity, and belonging is unwavering and though we continue to make strides, we recognize there are still areas for improvement. In recent years we have taken some important steps including the development of our formal Diversity, Equity, Inclusion, and Belonging strategy, and the creation of our Inclusion & Diversity team, including a VP of Diversity, Talent, & Engagement, who will help lead us forward on our journey. We continue to roll out and advance our four DEIB pillars: Culture, Career, Community, and Communication; strengthening our pipeline of diverse talent and investing in partnerships to ensure a more inclusive evaluation and equitable hiring process; launching Employee Resource Group Leadership Academy to further scale the impact of Jamf ERG leaders and provide them knowledge, skills, and tools to sustain ERG momentum; and introducing cross-cultural competency development programs. We take concerns of diversity, inclusion, equity and belonging very seriously, and we are committed to providing an inclusive and equitable workplace for all. We encourage all employees to reach out directly to HR so we can better understand and address issues where they exist.

We appreciate your comments and taking the time to share this feedback with us. We do value employee input to understand how we can learn and grow as a company. Thank you for calling out our product reputation, great benefits, flexible work-life, and sales training. We value our culture at Jamf and work really hard to maintain that culture to create a great workplace for all. To address a few of your concerns, our goal is to hire within our own organization and get people ready to move into new roles. Unfortunately, some of the promotion growth has slowed down in the past year due to our thoughtful and conservative approach to hiring and spend to reflect the current economic conditions. We do expect company growth and promotions to pick up again as economic conditions improve. Our sales promotion strategy is based on performance and ensuring employees have a good understanding of the role and our product solutions so that they are set up for success. While moving to a choice-based office model has allowed us to hire form a diverse talent pool nationally, many of our employees are not local to an office. We are always looking for ways to collaborate, share best practices, and connect virtually as a team including weekly meetings, virtual happy hours, sales recognition events, virtual games and team communication channels to share best practices, tips and tricks. Every SDR is also assigned a mentor and we have a sales manager dedicated to training. Without meeting face to face or having the ability to “bump into” fellow Jamfs in the hallway, we do have to make an extra effort to reach out and engage with other Jamfs. We appreciate your feedback regarding sales teams in certain regions or categories. We do have multiple roles within a region to offer specialized solutions for a certain product area or audience, however we are constantly reviewing our sale structure to evolve our coverage model and identify what works best for everyone in the organization. Diversity, equity, inclusion and belonging is a top priority for Jamf and as part of being a “Great Place to Work,” we are committed to providing a safe and equitable workplace for all. Our DEIB strategy is a multi-year vision encompassing a diversity recruiting strategy and inclusive leadership and manager training to improve underrepresented communities access to career opportunities and advancement. We apologize that this has not been your experience and we are always looking to improve and get better. If you have additional details or instances to share we encourage current employees to share specific feedback for improvement by reaching out directly to HR.