- Former Employee, less than 1 year★★★★★
Great companyMar 19, 2023 - Internship in Minneapolis, MNRecommendCEO ApprovalBusiness Outlook
- good people - great perks and environment - cool company with even better solutions
- I was an intern at the time
Other Employee Reviews
- Current Employee★★★★★
Jamf is awesomeJun 3, 2023 - Software EngineerRecommendCEO ApprovalBusiness Outlook
We grow and we help people. That's all engineers really want.
Honestly, the compensation isn't great, especially when compared to other software companies in the area. I get it, Jamf is a relaxed workplace, but that's changing fast since our salary ranges aren't attracting new talent so there's a lot more work for the rest of us.Continue reading
- Current Employee, more than 1 year★★★★★
It’s a mixed bagMay 12, 2023 - Sales Development Representative (SDR) in Minneapolis, MNRecommendCEO ApprovalBusiness Outlook
Lots to love about Jamf, but *depends heavily on your team*. Depending on your manager and teammates, you might work with some super cool and chill coworkers. I’m really grateful for mine, they’re a supportive bunch. People are quick to try to pitch in, kind, polite and ready to help. When things are going smoothly, there are a lot of good vibes and jokes here at Jamf. The products and solutions are easy to talk about and learn, and it’s fun to sell a product when you’re enthusiastic about its capabilities. Wins are celebrated with shout outs. Senior managers have an open door policy and will hire total beginners to the sales game, teach them from the ground up skills and how to sell.
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.Continue reading
Thank you for sharing this feedback with us. At Jamf we take a "whole employee experience" view of our compensation and benefits packages, and continue to make investments and improvements based on competitive market pressure and employee feedback. We continue to offer equity in the form of Restricted Stock Units (RSU) to all new hires joining the company and consider equity a key component in our Total Compensation philosophy. In addition, we also have programs to reward employees with ongoing equity grants based on performance and role. We orient our compensation planning around a performance based total compensation approach including salary, commission, bonus and equity, and anchor this based on market benchmarks to ensure competitiveness. We have a collaborative sales team environment and onboarding process offering the training and support needed to help support and develop SDRs as they learn the business and product offerings and demonstrate confidence speaking with customers. While career growth and progression from SDRs to AE is based on performance, we set achievable targets, help each other out, and share best practices across the team. Jamf continues to be a people focused company and we value employee feedback. We encourage all of our employees to provide this kind of feedback and share their concerns through our Employee Engagement Surveys or by reaching out directly to HR. It is important to have these discussions so we can continue to monitor employee well-being and adjust our compensation and benefits offering with all Jamfs in mind.