Companies Snowflake

Snowflake

Bozeman, Montana, USA

Total Offices: 10

9,023 Total Employees

Year Founded: 2012

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What It's Like to Work at Snowflake

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.

What's it like to work at Snowflake?

Strengths in compensation, product innovation, and peer collaboration are accompanied by challenges in workload intensity, management consistency, and ongoing organizational change. Together, these dynamics suggest a high‑reward environment best suited to those comfortable with a fast pace and variability across teams, with outcomes heavily shaped by local leadership and tolerance for pressure.

Positive Themes About Snowflake

Compensation: Pay is considered excellent, with sizable equity, ESPP, and meaningful bonus/commission upside across key roles. Feedback suggests total rewards are a major attraction and a primary reason candidates consider the company.
Innovation & Products: The product is widely viewed as strong and innovative, with traction in data and AI enabling impactful work. Feedback suggests this makes roles feel meaningful and creates opportunities to work on cutting-edge technology.
Team Support: Colleagues are often seen as smart, collaborative, and supportive, fostering a high-talent, helpful team environment. Feedback suggests this culture enables problem-solving and smooth onboarding in many teams.

Considerations About Snowflake

Workload & Burnout: The pace and expectations can be intense, with high-pressure quarters, demanding sales targets, and stress around quarterly performance reviews. Feedback suggests work-life balance is uneven and can involve long hours in some teams.
Weak Management: Management quality is described as inconsistent and highly team-dependent, with reports of micromanagement, favoritism, and promises not followed through. Feedback suggests the manager’s influence on reviews and career outcomes can be outsized.
Change Fatigue: Frequent reorganizations, leadership transitions, and shifting priorities contribute to organizational churn and uncertainty. Feedback suggests compensation plan changes and moving goalposts, especially in sales, add to change fatigue.

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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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