Snowflake CEO Sridhar Ramaswamy has revealed his unconventional approach to interviewing candidates in the competitive AI talent market, moving away from traditional questions about work projects and accomplishments. In an episode of the “Sourcery” podcast released on Saturday, Ramaswamy explained that he deliberately avoids typical interview questions that elicit “practiced answers” about efficiency improvements or chatbot implementations.
Instead, Ramaswamy asks candidates a more personal question: “Tell me how you changed yourself.” This approach aims to identify what he considers the most valuable traits in the current AI-driven landscape: drive and malleability. “To me, the combination of drive and malleability, those are the prized qualities that set the truly amazing people apart from everyone else, especially at a moment like this,” he stated during the podcast.
Ramaswamy’s perspective is informed by his extensive experience in the AI industry. Prior to becoming Snowflake’s CEO in 2024, he served as a partner at Greylock Ventures and cofounded Neeva, an AI search startup that was subsequently acquired by Snowflake. His background in AI entrepreneurship and venture capital gives him unique insight into the qualities needed to succeed in rapidly evolving technology environments.
This interview strategy reflects a broader trend among tech executives who are racing to identify and hire top talent capable of adapting and thriving alongside artificial intelligence. The approach represents a shift from evaluating technical accomplishments to assessing personal growth and adaptability—qualities increasingly critical as AI transforms workplace dynamics.
Other tech leaders are similarly innovating their hiring practices. Shopify CEO Tobi Lütke revealed in a recent podcast that he asks candidates whether they’ve started a company before, using this as a gauge for entrepreneurial skills and the ability to perform well in crisis situations. Meanwhile, Dayforce chief people officer Amy Cappellanti-Wolf focuses on asking about recent constructive feedback candidates are actively working on, seeking genuine responses that reveal self-awareness and commitment to improvement. She considers it a “problem” if candidates claim they don’t receive feedback or have nothing to work on.
These unconventional interview techniques highlight how AI industry leaders are prioritizing adaptability, self-awareness, and continuous learning over traditional credentials as they build teams capable of navigating the AI revolution.
Key Quotes
So all practiced answers, I don’t like them. I’ll ask them questions like, ‘Tell me how you changed yourself.’
Snowflake CEO Sridhar Ramaswamy explained his interview philosophy on the “Sourcery” podcast, revealing how he bypasses rehearsed responses to uncover genuine insights about candidates’ capacity for personal growth and adaptation.
To me, the combination of drive and malleability, those are the prized qualities that set the truly amazing people apart from everyone else, especially at a moment like this.
Ramaswamy articulated why adaptability has become the defining characteristic he seeks in talent, emphasizing that the current AI-driven transformation requires employees who can continuously evolve alongside rapidly changing technology.
Our Take
Ramaswamy’s interview approach signals a fundamental recognition that the AI era demands different human qualities than previous technological revolutions. While past hiring focused on domain expertise and past accomplishments, the rapid pace of AI advancement makes yesterday’s skills potentially obsolete. By asking about personal transformation, he’s essentially testing whether candidates possess the meta-skill of learning how to learn—arguably the most valuable capability in an AI-augmented workplace. This shift also reflects the reality that AI companies aren’t just competing on technology but on organizational adaptability. The executives who can build teams of malleable, driven individuals will likely outpace competitors with more technically credentialed but rigid workforces. It’s a pragmatic acknowledgment that in the AI age, the ability to change oneself is more predictive of success than any specific technical achievement.
Why This Matters
This story reveals a critical shift in how AI industry leaders are approaching talent acquisition during a period of unprecedented technological transformation. As artificial intelligence reshapes job roles and business operations, executives like Ramaswamy recognize that technical skills alone are insufficient—adaptability and personal growth capacity have become paramount.
The emphasis on “malleability” reflects the reality that AI is creating constant disruption across industries, requiring employees who can continuously evolve their skills and approaches. Traditional interview questions about past projects fail to predict how candidates will respond to AI-driven changes in their roles.
This trend has broader implications for the workforce. As AI companies compete intensely for talent, they’re moving beyond conventional hiring metrics to identify individuals who can thrive in ambiguity and drive innovation. The focus on self-transformation and entrepreneurial thinking suggests that future career success will depend less on static expertise and more on learning agility and resilience in the face of AI-powered workplace evolution.
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Source: https://www.businessinsider.com/snowflake-ceo-favorite-interview-question-sridhar-ramaswamy-2026-1