Companies Databricks

Databricks

New York, New York, USA

Total Offices: 3

2,200 Total Employees

Year Founded: 2013

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Databricks Compensation & Benefits

Updated on November 03, 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 Databricks?

Strengths in equity-driven total compensation, healthcare coverage, and family support are accompanied by gaps in retirement matching and variability in incentive realization under a demanding work cadence. Together, these dynamics suggest a package that is top-tier on cash and equity with solid core benefits, whose perceived value depends on role, incentive design, and tolerance for workload and retirement trade-offs.

Positive Themes About Databricks

Equity Value & Accessibility: Equity grants and RSUs are a major part of total compensation and are highlighted for meaningful upside potential. Stock-based awards and refreshers contribute to strong overall pay positioning across senior technical and go-to-market roles.
Healthcare Strength: Medical, dental, and vision coverage are complemented by mental-health resources, an EAP, and wellness reimbursements. Health benefits are consistently framed as comprehensive and competitive.
Parental & Family Support: Paid parental leave for all parents, fertility support, and backup care options provide tangible assistance for family needs. Hybrid work norms and team-day structure further ease coordination for caregivers.

Considerations About Databricks

Inadequate Retirement Support: Retirement programs in the U.S. are viewed as weaker due to the lack of employer matching on the 401(k). This shortfall reduces the comparative value of the package for those prioritizing retirement savings.
Weak & Unreliable Incentives: Sales compensation can feel below market with aggressive quotas and inconsistent attainment affecting realized earnings. Variability in OTE design and equity mix by team introduces uncertainty in incentive outcomes.
Perks & Wellbeing Gaps: A demanding pace and long hours make work-life balance challenging, limiting practical use of flexible time off and wellness perks. These conditions can temper satisfaction despite competitive pay.

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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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