Databricks

New York, New York, USA
Total Offices: 3
2,200 Total Employees
Year Founded: 2013
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What It's Like to Work at Databricks

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.

What's it like to work at Databricks?

Strengths in innovation, comprehensive rewards, and advancement opportunities are accompanied by challenges in workload intensity, management consistency in certain orgs, and scaling-related churn. Together, these dynamics suggest a high-performance employer that rewards ambition and learning, while requiring comfort with pace, variability by team, and periodic organizational change.
Positive Themes About Databricks
  • Innovation & Products: Work centers on cutting‑edge data and AI platforms used by major enterprises, offering technically challenging and impactful problems to solve. Feedback suggests a data‑driven, engineering‑oriented culture that prizes first‑principles reasoning and fast iteration.
  • Benefits & Perks: Employees cite comprehensive health coverage, wellness programs, parental benefits, flexible time off, and hybrid/remote options as supportive of overall well‑being. Equity, ESPP, and stipends for learning and home office needs further enhance total rewards.
  • Career Growth: Abundant opportunities include leadership programs, certifications, conferences, hackathons, and a personal development fund that support continuous learning. High‑visibility projects and a flat, collegial structure enable individuals to make a significant mark.
Considerations About Databricks
  • Workload & Burnout: The pace is described as extremely fast with a high performance bar, periodic “ship it” crunches, and long hours in some roles. Feedback suggests maintaining balance can be challenging during intense product pushes or quarter‑end periods.
  • Weak Management: Some departments—particularly in sales—report micromanagement, favoritism, heavy monitoring, and inconsistent trust in employee capabilities. These dynamics can create stressful environments and reduce autonomy for affected teams.
  • Change Fatigue: Rapid scaling brings reorganizations, leadership turnover, and occasional layoffs that create instability for some groups. Added reporting layers and evolving processes contribute to operational friction and uncertainty.
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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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