Hiring Process at JFF

Overview

Two colleagues walk down an office hallway, smiling and holding digital tablets, while another person stands in the background. Our hiring process allows candidates to showcase their unique talents. We hire based on skills and experience, not just credentials. Our competency-based approach helps us understand what you’ve accomplished and what you have the potential to do next.

In line with JFF’s North Star, we welcome candidates from all backgrounds and life experiences. We especially encourage applicants who do not hold a four-year degree, as well as those with records of arrest, conviction, or incarceration.

We take a standardized approach to interviewing and candidate evaluation to promote fairness and reduce bias. We utilize interview scripts to ensure a consistent candidate experience, conduct anonymous reviews of performance tasks, gather feedback from multiple interviewers who are equipped to assess the work, and more.

We hope that through our interview process, you will get a sense of who we are and how we approach our work. Learn about each step below.

Illustration of a person holding and examining with a large magnifying glass.

1. Application Review

Submit your resume and either a cover letter or short-answer responses through our job board.

Every application is reviewed by a real person on our talent team, and we ensure all candidates receive updates and final decisions.

Illustration of a man and woman talking on mobile phones, with speech bubbles indicating a conversation between them.

2. Phone Interview With a People & Culture Team Member

In this first conversation, you’ll discuss your background, skills, and interest in JFF and the role.

You’ll also learn more about JFF’s mission, values, and how the role fits into our organization.

A man in a blue shirt leans on a large pencil and gives a thumbs-up gesture.

3. Performance Task

Performance tasks simulate the type of work you’d do in the role. They allow you to demonstrate your skills and give you a sense of the work itself.

We review all performance tasks anonymously to mitigate bias and use them solely for hiring purposes. There’s rarely one “right” answer to a performance task. What matters most is your approach and how you think through challenges.

Illustration of two people sitting at desks facing each other, each working on a laptop, separated by a jagged line.

4. Video Interview(s)

Typically, these video interviews are with the hiring manager and a small group of team members you’d work closely with. The interviewers will focus on learning how your prior experience, skills, and approach to collaboration would set you up for success in this new role through a mix of behavioral and situational questions. You may also be asked follow-up questions about the performance task you completed.

This is your chance to meet your potential manager and colleagues, and to learn more about the role and team culture.

Illustration of a woman in a skirt holding and adjusting a large desk lamp above her head.

5. Reference Checks

We request at least three professional references, ideally a mix of former supervisors, peers, and/or direct reports. Our talent acquisition team collects and reviews feedback to inform final hiring decisions and support and strong onboarding experience.

Two people stand facing each other and shake hands. Both are wearing teal and white clothing and have neutral expressions.

6. Offer

Once a finalist is selected, our talent acquisition team extends a verbal offer, followed by a written offer letter and a full overview of JFF’s benefits and employment terms.

Important Provisions

Fair Chance Hiring

As a fair chance employer, JFF works to expand employment opportunities for people with records of arrest, conviction, or incarceration. We do not conduct background checks as a standard practice, and we encourage applications from people with records.

Some positions or projects that involve specific funder, partner, or legal requirements may require a background check as part of the hiring or onboarding process, or during employment at JFF. When that is the case, candidates will be informed as early as possible, and JFF will handle all information with sensitivity, consistent with applicable laws and our commitment to fair chance hiring.

Accessibility

JFF is deeply committed to accessibility. We want every applicant, including people with disabilities, to fully engage in our hiring process.

You can request or share access needs at any time during the application or interview process. If you are unable to complete an application due to a disability, please contact us at hiringaccommodations@jff.org so we can ensure you have the support you need.

Equal Employment Opportunity Policy Statement

JFF’s employment practices are non-discriminatory and grounded in job-related criteria. We periodically review all personnel actions to ensure alignment with our values. Review our complete EEO statement here.

Know your rights.

Pay Transparency Nondiscrimination Provision

JFF strives to pay employees fairly and competitively, recognizing performance while balancing internal equity and market factors. We support career development, equitable compensation, and transparent communication about pay.

JFF will not discharge or discriminate against employees or applicants who discuss, inquire about, or disclose pay information.

Meet Andrea

Creative | Collaborative | Proud Member of PACCCT (Parents and Caregivers Creating Community Together)

A woman with medium-length curly brown hair, wearing a light pink top, smiling at the camera against a plain light background. “I’ve had the privilege of building my career at Jobs for the Future over the last 11 years. I am constantly impressed and inspired by the people I work with across the organization, who are super smart, mission-driven, fun, and creative, all with different areas of strength. I feel privileged to work at an innovative organization that is leading strategic national efforts to address some of the most pressing challenges facing Americans today. Through my various roles, I’ve developed meaningful relationships with leaders across the education and workforce ecosystem, working in partnership with and in service of the learners, workers, and communities JFF supports.”

Open positions

Join us to build a future and career that works for you.

We welcome applications from people of all backgrounds, ages, gender identities, and abilities.

View all openings