Companies Snowflake

Snowflake

Bozeman, Montana, USA

Total Offices: 10

9,023 Total Employees

Year Founded: 2012

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Snowflake Compensation & Benefits

Updated on November 19, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Snowflake?

Strengths in equity value, competitive and transparent pay, and robust family support are accompanied by challenges in sales incentive stability, retirement matching, and clarity for quota-bearing roles. Together, these dynamics suggest strong overall compensation appeal with variability in realized outcomes where incentives and plan transparency matter most.

Positive Themes About Snowflake

Equity Value & Accessibility: Equity grants (RSUs) and an ESPP are central to total compensation and are described as highly valuable. Feedback suggests many see equity as a major satisfaction driver with meaningful upside potential.
Fair & Transparent Compensation: Pay is considered competitive and accompanied by clear communication on salary, equity, and advancement. Feedback suggests pay practices emphasize fairness and transparency.
Parental & Family Support: Paid parental leave, fertility benefits, adoption assistance, and family planning resources are notably comprehensive. Feedback suggests these programs materially support major life events.

Considerations About Snowflake

Weak & Unreliable Incentives: In sales, compensation plans are described as frequently changing with high targets that make quotas hard to achieve. Feedback suggests shifting incentives and periodic freezes can disrupt earnings predictability.
Inadequate Retirement Support: The retirement offering is viewed as less compelling due to reports of a 401(k) plan without employer matching. Feedback suggests this gap diminishes the overall rewards package for some.
Unfair & Opaque Compensation: In quota-bearing roles, clarity around pay, equity, quotas, and progression is sometimes questioned. Feedback suggests moving goalposts and perceived limits on earnings contribute to a sense of opacity.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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