Christian Kleinerman - EVP, Product Management | Snowflake (SNOW) Executive Profile & Compensation

About Christian Kleinerman

Christian Kleinerman is EVP, Product Management at Snowflake, age 49, with prior product management leadership at Google focused on YouTube infrastructure and data systems; he holds a B.A. in Industrial Engineering from Los Andes University . Tenure at Snowflake includes VP of Product (Jan 2018–Jan 2020), SVP of Product (Jan 2020–Feb 2024), and EVP, Product Management (Feb 2024–present) . Company performance context under his product remit: product revenue reached $3.5B in FY2025 (+30% YoY), net revenue retention was 126%, and non-GAAP free cash flow was $884.1M . Over the period since listing, Snowflake’s cumulative TSR measured as $71.48 for a $100 initial investment through FY2025 (vs. $230.81 for the S&P 500 Information Technology Index), highlighting long-term return context for equity-linked incentives .

Past Roles

Organization	Role	Years	Strategic Impact
Google	Product management leadership for YouTube infrastructure and data systems	—	Led large-scale data and infrastructure initiatives underpinning video platform operations

External Roles

No external public company board or committee roles disclosed for Christian Kleinerman in the latest proxy .

Fixed Compensation

Metric	FY2024	FY2025
Base Salary ($)	$425,000	$450,000
Target Annual Bonus (% of Base)	—	78%
Cash Incentive Paid ($)	$179,380	$364,289

Performance Compensation

Quarterly Cash Incentive Plan – FY2025 Attainment

Quarter	Product Revenue Attainment	Product GM Gate	Operating Margin Gate	Stable Edges Growth Gate	Bonus Pool Funding Outcome
Q1 FY2025	Target Exceeded	Target Met	Target Met	Target Met	Contributed to avg. ~104.1% funding
Q2 FY2025	Target Not Met	N/A*	N/A*	N/A*	Lower funding due to miss
Q3 FY2025	Target Exceeded	Target Met	Target Met	Target Met	Contributed to avg. ~104.1% funding
Q4 FY2025	Target Exceeded	Target Met	Target Met	Target Met	Contributed to avg. ~104.1% funding

Plan metrics and gates: product revenue (primary), non-GAAP product gross margin, non-GAAP operating margin, and quarter-over-quarter Stable Edges growth; overall FY2025 bonus pool funding averaged ~104.1% .

PRSU Structure and Outcome – FY2025

Metric	Weighting	Target Achievement	Actual Achievement	Payout Shares (Achieved)	Vesting Schedule
Annual Total Revenue	50%	Confidential target (challenging)	Part of overall ~89.4% attainment	See total achieved below	25% on 3/20/2025; 6.25% quarterly thereafter
Annual Non-GAAP Operating Margin	25%	Confidential target	Part of overall ~89.4% attainment	—	As above
Annual Non-GAAP Adjusted Free Cash Flow	25%	Confidential target	Part of overall ~89.4% attainment	—	As above
PRSU Target vs Achieved (Shares) – Kleinerman	—	Target 63,792	Achieved 57,045 (≈89.4%)	57,045	25% on 3/20/2025; 6.25% quarterly thereafter

FY2025 Equity Grants – Grant-Date Values

Award Type	Grant Date	Shares / Target	Grant-Date Fair Value ($)
RSU	3/20/2024	27,340	$4,457,514
PRSU (Target)	3/20/2024	63,792	$10,400,648

Equity Ownership & Alignment

Beneficial Ownership (as of 4/30/2025)

Component	Shares
Direct common stock	446,098
Kleinerman 2020 Dynasty LLC	58,568
2022 Grantor Retained Annuity Trust	33,499
2023 Grantor Retained Annuity Trust	100,000
2024 Grantor Retained Annuity Trust	100,000
RSUs vesting within 60 days	7,506
PRSUs vesting within 60 days	6,679
Options exercisable within 60 days	43,480
Total beneficial ownership	795,830; less than 1% of shares outstanding

Outstanding and Vesting Detail (at 1/31/2025)

Security	Status	Shares	Key Terms
Stock Options (3/9/2022)	Exercisable	37,906	$207.56 strike; expire 3/8/2032
Stock Options (3/9/2022)	Unexercisable	15,609	$207.56 strike; expire 3/8/2032
RSU (3/20/2024)	Unvested	22,214	6.25% quarterly vesting
PRSU (FY2025 achieved)	Unvested	57,045	25% vested 3/20/2025; 6.25% quarterly thereafter

Ownership guidelines: 2x base salary requirement for executive officers (other than CEO/CFO); all directors and executive officers were in compliance as of Jan 31, 2025 . Hedging, short sales, and pledging of company stock are prohibited under the Insider Trading Policy .

Employment Terms

Term	Provision
Employment Agreement	Confirmatory offer letter dated Aug 23, 2023; at-will; 3-year initial term
Severance (no CIC)	12 months base salary (Tier 2); COBRA employer portion up to 6 months
Severance (CIC termination, double-trigger)	12 months base salary + target annual bonus; COBRA employer portion up to 6 months; 100% acceleration of unvested equity (performance awards at target if not measurable)
Clawback	Dodd-Frank/NYSE-compliant incentive compensation recoupment policy adopted Aug 2023
Gross-ups	No excise tax gross-ups provided to executive officers

Quantified Potential Payments (as of 1/31/2025)

Scenario	Cash Severance ($)	Equity Acceleration ($)	Health Benefits ($)
Termination without cause / Good reason (no CIC)	$450,000	—	$18,959
Termination without cause / Good reason in connection with CIC	$800,000 (base + target bonus)	$25,207,564	$18,959

Insider Transactions, Vesting, and Selling Pressure

Date	Type	Shares	Price	Plan/Notes
9/22/2025	RSU tax withholding	1,800	$230.48	Shares withheld to satisfy RSU tax; remaining holdings updated
9/22/2025	RSU tax withholding	863	$230.48	Additional RSU tax withholding
9/23/2025	Sale	2,611	$230.48	Under Rule 10b5-1 plan adopted 12/19/2024
10/08/2025	Sale	5,000	$250.00	Under Rule 10b5-1 plan adopted 12/19/2024
10/08/2025	Disposition (LLC)	532,450	—	Reported disposition from Kleinerman 2020 Dynasty LLC; filing footnotes detail indirect holdings
10/31/2025	Sale	5,000	$275.00	Under Rule 10b5-1 plan adopted 12/19/2024
11/03/2025	Sale	10,000	$277.73	Under Rule 10b5-1 plan adopted 12/19/2024

FY2025 vesting value realized: $7,582,519 on 51,617 shares vested (RSU/PRSU) . All trading under a pre-established 10b5-1 plan suggests scheduled liquidity rather than opportunistic selling; company policy prohibits hedging/pledging, reducing misalignment risks .

Compensation Structure Highlights and Signals

Equity-heavy annual grant mix: for non-CEO executives, approximately 70% of annual “refresh” value delivered as PRSUs, 30% as RSUs, tightening pay-for-performance link; Kleinerman received RSU 27,340 and PRSU target 63,792 in FY2025 .
Cash compensation increased modestly for retention; Kleinerman’s base rose to $450,000 (from $425,000) and his target bonus was increased to 78% of base for FY2025 .
Quarterly bonus pool driven by product revenue with profitability and “Stable Edges” gates; FY2025 bonus pool funding averaged ~104.1% amid three quarters of target exceedance .
Severance/change-in-control: double-trigger equity acceleration for Tier 2 executives; quantified CIC termination benefits for Kleinerman include $800,000 cash and $25.2M equity acceleration, indicating material CIC economics .

Investment Implications

Alignment: High PRSU weighting (70%) and explicit revenue/profitability metrics strengthen pay-for-performance and long-term value alignment; ownership guidelines met and hedging/pledging banned reduce misalignment risk .
Liquidity cadence: Multiple 10b5-1 sales in late 2025 signal planned liquidity; monitor ongoing RSU/PRSU quarterly vesting that adds to potential supply but within policy constraints .
CIC sensitivity: Substantial equity acceleration in a change-of-control termination ($25.2M) creates incentives aligned with transaction outcomes but could increase sale pressure post-event; double-trigger structure mitigates single-trigger windfalls .
Performance backdrop: Strong FY2025 product revenue growth (+30%) and robust free cash flow underpin incentive attainment; longer-horizon TSR has lagged sector peers, informing the rationale for more performance-based equity .