Snowflake
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Snowflake Leadership & Management
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 managers & leadership at Snowflake?
Strengths in strategic clarity, goal setting, and cross-functional alignment are accompanied by challenges around transparency, leadership consistency, and employee support in certain parts of the organization. Together, these dynamics suggest a well-directed company whose day-to-day management quality and employee experience vary by team, with middle-management maturity and communication practices as key levers for improvement.
Positive Themes About Snowflake
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Strategic Vision & Planning: Leadership articulates a clear AI-centric direction (AI Data Cloud, Cortex, strategic partnerships) alongside a focus on operational efficiency. Consistent messaging through announcements, product launches, and planning cycles reinforces the path forward.
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Purposeful Goal Setting: Objectives are structured via OKRs and a few annual “big boulders” that align teams on measurable priorities. Sales and operations cadence with weekly metrics further sharpens focus.
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Collaborative & Aligned Leadership: Executives and founders remain hands-on and aligned in product and strategy, orienting functions around shared priorities. Cross-functional collaboration and active involvement aim to keep innovation and execution tightly coordinated.
Considerations About Snowflake
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Lack of Transparency & Communication: Concerns center on closed-door decisions, reduced transparency, and shifting priorities during leadership transitions. Career progression clarity and follow-through are occasionally seen as ambiguous.
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Biased or Inconsistent Leadership: Management quality varies significantly by team, with cronyism, politics, and uneven middle management noted—especially in Sales. Rapid growth and leadership changes contribute to inconsistency in coaching, decision-making, and stability.
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Neglect of Employee Support: Long hours, pressure-heavy performance processes, and limited career advancement opportunities appear in some areas. A focus on cost control and short-term targets over well-being is also highlighted.
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