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Life at JFF

JFF as an Impact Employer


Impact Employers take a fundamentally different approach to attracting, developing, and retaining talent—they prioritize the social and economic well-being of employees, as well as a commitment to diversity, equity, inclusion, and belonging. Learn more about JFF's Impact Employer Model, and the ways we are demonstrating our commitment to being an Impact Employer with our internal talent practices.

Culture and DEI Strategy

Diversity, equity, inclusion, belonging, and well-being are core to JFF’s North Star and mission. We build diverse teams that represent the communities we serve and create equitable internal career pathways for staff. We cultivate a culture of inclusion that fosters psychological safety and connection, and recognizes diversity along multiple dimensions, including race, ethnicity, sex, gender identity, gender expression, sexual orientation, age, national origin, socioeconomic status, religion, ability, beliefs, and lived experience.

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Talent Acquisition

Central to our Talent Acquisition strategy is our value and our commitment to diversity, equity, and inclusion (DEI) in designing and implementing JFF's people systems and practices. In order to achieve JFF’s full potential, we hire a diverse workforce through equitable hiring practices that bring many viewpoints to our work.

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Talent Development and Workforce Planning

JFF strives to build a culture in which we all hold a learning-oriented stance toward our work and development. The People & Culture team is responsible for fair, equitable, and transparent performance development and advancement processes. JFF’s philosophy centers on:

  • Setting clear expectations and holding each other accountable
  • Setting a high bar for performance in service to our mission
  • Supporting the equitable development of our people
  • Believing every staff member is a leader
  • Valuing continuous, honest feedback
  • Creating transparent paths for learning and growth

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Rewards and Advancement

JFF strives to be an employer of choice by providing competitive compensation, benefits programs, and opportunities for professional development and advancement to all staff. JFF also provides a robust performance-based incentive program with a wide range of bonuses to recognize staff for high performance and has established consistent, transparent criteria for staff interested in advancement.

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Our offboarding process includes multiple steps necessary to ensure a smooth transition out of JFF. Offboarding includes a brief online survey to capture exiting staff's feedback and meetings with our HR team to review any outstanding questions together.

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JFF’s new hire onboarding process begins with the offer letter and continues until to the end of the employee’s first year at JFF. Onboarding is centered around three pillars: learning, belonging, and navigating. The purpose of these pillars is to set up every new hire for success in their role at JFF.

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Performance Development

At JFF, performance development is a key part of being an impact employer. We believe that investing in our people is vital to driving high performance and impact on our mission. We aim to empower JFFers in their careers, so they can develop their skills, attain rewards and recognition for their contributions, and grow in their roles. In particular, the Compass is JFF’s performance development tool that helps staff navigate their way at JFF by pointing to the values, behaviors, and competencies that will contribute to their success.

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At JFF, we aspire to be a great place for you to work, learn, grow, and have a meaningful impact on our mission. Learn more about how you can explore current opportunities at JFF and subscribe for updates.