At JFF, we care about who you are and the identities, life experiences, and perspectives you bring to your work. We want to meet you there—with career pathways, differentiated development and support, competitive salaries, and generous, flexible benefits that provide you with the opportunity to develop and deploy your talents for your career and for the economic advancement of U.S. workers and learners.
Knowing its importance to the success of our work and the engagement of our staff members, JFF is committed to diversity, equity, inclusion, belonging, and well-being (DEIBW). We aspire to attract and retain a diverse team and welcome people of all backgrounds to apply to our open roles. In alignment to JFF’s North Star, we strongly encourage individuals whose highest level of education attained is less than a 4-year degree; people of color and women of all backgrounds whose highest level of education attained is a 4-year degree; and people impacted by the criminal justice system to apply.
We appreciate your time and will review all applications received and communicate final decisions to every candidate.
How do I learn more about JFF and what you do? Read about who we are and what we value, JFF’s five focus areas, and our impact stories.
How do I know which role I should apply for? The qualifications listed within each job description are intended as a guide. We do not expect candidates to bring every experience or skill listed. Instead, if you believe you can meet the overall expectations of the position, we encourage you to apply so that we have an opportunity to learn more about you and the unique strengths you would bring to the work.
Which title level is right for me? At JFF, we are committed to our staff members’ continuous learning and growth throughout their tenure. To give you a better sense of a typical career path at JFF, here is our titling structure: Coordinator > Manager > Senior Manager > Director (I and II) > Senior Director > Managing Director or Associate Vice President > Vice President > Executive Director or Chief
I don’t see a current opening that matches what I’m looking for. Apply to the General Candidate Pool so we can keep you in mind for future opportunities.
We seek to create an inclusive and equitable hiring process that provides space for candidates to showcase their unique skills and talents. We use a skills-first and competency-based approach to candidate assessment, which means we prioritize learning about what you have done and what you can do.
To help mitigate bias throughout our interview process, we utilize standard interview scripts to ensure candidate experience is consistent, conduct anonymous reviews of performance tasks, gather feedback from multiple interviewers who know the work best, and more.
We hope that through our interview process, you will get a sense of who we are and how we approach our work. We believe the interview process should be a two-way street where you are learning about us as much as we are learning about you.
The following represents the typical steps in our hiring processes:
- Application review (see all open opportunities here)
- Phone interview with a member of JFF’s Talent Acquisition Team
- Performance task
- Video interview(s) with the hiring manager and staff members
- Reference checks
Employment practices at JFF are non-discriminatory and are based upon job-related factors. Factors such as race, ethnicity, religion, gender, national origin or ancestry, disability, veteran status, military service, age, sexual orientation, genetic information, and gender identity are not job-related. The Affirmative Action Plan is designed to report and monitor all related procedures that will include, but will not be limited to:
- Recruiting, hiring, training, and promoting applicants and employees in all job classifications without discrimination;
- Ensuring that all other personnel actions, such as compensation, benefits, transfers, layoffs, return from layoffs, company-sponsored training, education, tuition assistance, and social and recreational programs, will be administered without discrimination.
JFF promises not to retaliate against any person who files a complaint concerning Equal Opportunity or Affirmative Action and will ensure that no one harasses, intimidates, threatens, coerces, or discriminates against any individual exercising rights under this policy.
The Persons with Disabilities and Veterans Affirmative Action Plan is available for inspection with Human Resources. Please contact the Vice President of People & Culture for further information.
JFF seeks to pay employees fairly, equitably, and competitively, while rewarding performance and balancing internal and external factors aligned with our culture and values. JFF also ensures its pay programs are communicated, transparent, and easily understood by existing staff and external candidates. We strive to provide career pathways, differentiated development and support, competitive salaries, and generous, flexible benefits that provide employees with the opportunity and support to develop and deploy their talents for their careers and for the economic advancement of all. We value high performance in the pursuit of our mission and seek to recognize and reward high-performing staff.
JFF will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.