Michael Gannon

About Michael Gannon

Michael Gannon, age 50, was appointed Chief Revenue Officer of Snowflake on March 4, 2025 with the transition effective March 14, 2025; he previously led North America sales at Broadcom and held senior sales leadership roles at VMware. He holds a B.A. in Economics and Accounting from SUNY Oswego . Company performance context around his appointment: Snowflake delivered $3.5 billion of product revenue in FY2025, up 30% year-over-year, with net revenue retention of 126% and non-GAAP free cash flow of $884.1 million; cumulative TSR since IPO measured as of January 31, 2025 was $71.48 per $100 initial investment .

Past Roles

External Roles

No public company board memberships or external directorships disclosed for Gannon in Snowflake’s proxy or the appointment 8-K; biography lists corporate operating roles only .

Fixed Compensation

Performance Compensation

Snowflake’s executive incentive frameworks (company-wide) provide context for CRO pay-for-performance alignment; Gannon’s specific grants/metrics were not disclosed.

• Cash Incentive Bonus Plan (quarterly; applies to executive leadership):
  • Key metric: quarterly product revenue; funding linearly 85–100% if targets ≥85%, with gating metrics required for acceleration above 100% (max pool 110%) .
  • Gate metrics: Non-GAAP product gross margin, Non-GAAP operating margin, Quarter-over-Quarter Stable Edges Growth .

• Annual PRSU framework (company-wide “refresh” grants for NEOs; FY2025):
  • Earn-out based on weighted metrics over the fiscal year: Total Revenue (50%), Non-GAAP Adjusted Free Cash Flow (25%), Non-GAAP Operating Margin (25%) .
  • FY2025 achievement determined at ~89.4% of target for participating NEOs; then service-vesting over 3–4 years .

Vesting schedules (company practice):

• RSUs: 4-year schedule, 6.25% quarterly; executive officers’ RSU vesting generally follows this cadence .
• PRSUs: Performance earn-out for FY, then 4-year service vesting (most executives), initially 25% then 6.25% quarterly; CFO had 3-year service vesting variant .

Equity Ownership & Alignment

Employment Terms

Company Performance Context (FY2025)

Investment Implications

• Compensation-performance alignment: Snowflake heavily ties executive incentives to revenue growth and profitability via quarterly product revenue cash bonuses and annual PRSU metrics (total revenue, non-GAAP operating margin, non-GAAP adjusted FCF); exact Gannon targets/awards are not disclosed, but his role suggests direct linkage to product revenue and “Stable Edges” growth gating metrics .
• Retention and selling pressure: RSU/PRSU service vesting is quarterly and multi-year; hedging/pledging prohibitions reduce misalignment risk. Gannon’s specific grant sizes and vesting cadence are undisclosed, limiting visibility into potential insider selling pressure timelines .
• Change-in-control economics: The CIC Plan offers salary, target bonus, COBRA, and full equity acceleration upon qualifying CIC termination for covered executives; without confirmation of Gannon’s tier/participation, model conservatively that CRO-level executives typically receive Tier 2-type protections .
• Execution risk: CRO transition in March 2025 post strong FY2025 growth places emphasis on maintaining product revenue momentum and customer expansion (NRR 126%); incentive designs (cash gates and PRSU metrics) indicate the board’s focus on balancing growth with margins and free cash flow .

Disclosure gaps: Gannon’s base salary, bonus targets, equity grant sizes, ownership, and specific severance terms were not published in the FY2025 proxy or appointment 8-K. Monitoring future 8-Ks and the FY2026 proxy is necessary to quantify his incentives and ownership alignment .