About the team
The People Product team builds the internal tools and frameworks that power every employee's journey across DoorDash, Deliveroo, and Wolt. We combine a hybrid "build + buy" approach to deliver intelligent, scalable and people-centric experiences across hiring, compensation, onboarding, learning, performance and more — connecting our mission to empower local economies with the experience of the people who make it happen. We partner closely with Design, Engineering, Analytics, People/HR, Total Rewards and Talent Acquisition to build products that elevate the entire People Tech stack across all three brands.
About the role
We're hiring a Senior Product Manager to own the our internal compensation products — this includes the tooling, data, and AI that determine how DoorDash sets and maintains pay ranges across every job family, level, and country.
Range setting is the starting point, as it is the core process of a compensation team and the infrastructure everything else is built on. Your role is to turn that into a product: a range-setting workspace that ingests market and internal data to enable a Compensation Partner to review and make decisions.
This is an individual contributor role with a clearly scoped product area. The range-setting tool and the monitoring dashboard are the anchor. You will also own the seams into adjacent compensation surfaces — recruiter offer guidance, budget modeling, headcount planning, and Workday range loads — wherever they depend on range data.
What you'll be doing
- Own product decisions for the compensation range-setting stack — the range tool, its recommendation engine, and the monitoring dashboard — partnering with Compensation on methodology while owning how that methodology becomes product logic.
- Define the data pipelines and data products that range setting depends on — historical ranges, offers, incumbent, and attrition data — and own the partnership with People Analytics on the semantic layer and the proposed compensation data mart, including what the product requires of each.
- Own the range-setting product and analytics roadmap end to end and carry launches to market — adoption, enablement, and change management.
- Improve Compensation Partner productivity across the range review, while also managing intake, prioritization, and requirements definition for this part of the compensation stack.
- Own the seams into adjacent compensation products — recruiter offer guidance, budget modeling, headcount planning, and Workday range loads.
Requirements
- 5+ years of product management experience shipping products end to end, including at least one data- or workflow-heavy internal or B2B product.
- Demonstrated success turning a manual, judgment-heavy operational process into a product — rules, guardrails, recommendations, and measurable throughput gains — rather than digitizing a spreadsheet.
- Strong analytical skills and real comfort in data: you can size the problem, define the evaluation metric for a recommendation engine, read a precision-and-recall trade-off without flinching, and tell the difference between an anomaly and a statistically meaningful signal.
- Experience shipping an AI- or model-assisted feature where output quality is the product: rule or prompt design, evaluation sets, and honest measurement against human decisions.
- Excellent partnership and communication skills, including with the partners whose day-to-day judgment your product is encoding. You will need their trust to get their reasoning on the record.
- Experience working across custom-built tools and third-party SaaS (HRIS, ATS, survey and benchmarking, BI), including integrating data across systems and negotiating dependencies with platform and analytics teams.
Nice to have
- Direct experience with Compensation or Total Rewards — range architecture, market pricing, survey data, compa-ratio, peer groups, leveling, or annual budget planning.
- Familiarity with Workday, Greenhouse, Snowflake, and/or Sigma and their extensibility models.
- Experience building for multi-brand, multi-region, and multi-currency environments, and the data-privacy constraints that come with them.
- Experience shipping on top of a semantic layer, or enabling natural-language querying over a governed dataset.
We expect this position to be filled by 29/11/2026
Compensation
The successful candidate’s starting pay will fall within the pay range listed below and is determined based on job-related factors including, but not limited to, skills, experience, qualifications, work location, and market conditions. Base salary is localized according to an employee’s work location. Ranges are market-dependent and may be modified in the future.
In addition to base salary, the compensation for this role includes opportunities for equity grants. Talk to your recruiter for more information.
DoorDash cares about you and your overall well-being. That’s why we offer a comprehensive benefits package to all regular employees, which includes a 401(k) plan with employer matching, 16 weeks of paid parental leave, wellness benefits, commuter benefits match, paid time off and paid sick leave in compliance with applicable laws (e.g. Colorado Healthy Families and Workplaces Act). DoorDash also offers medical, dental, and vision benefits, 11 paid holidays, disability and basic life insurance, family-forming assistance, and a mental health program, among others.
To learn more about our benefits, visit our careers page here.
See below for paid time off details:
- For salaried roles: flexible paid time off/vacation, plus 80 hours of paid sick time per year.
- For hourly roles: vacation accrued at about 1 hour for every 25.97 hours worked (e.g. about 6.7 hours/month if working 40 hours/week; about 3.4 hours/month if working 20 hours/week), and paid sick time accrued at 1 hour for every 30 hours worked (e.g. about 5.8 hours/month if working 40 hours/week; about 2.9 hours/month if working 20 hours/week).
About DoorDash
At DoorDash, our mission to empower local economies shapes how our team members move quickly, learn, and reiterate in order to make impactful decisions that display empathy for our range of users—from Dashers to merchant partners to consumers. We are a technology and logistics company that started by enabling door-to-door delivery, and we are looking for team members who can help us go from a company that is known as the place you order food to a company that people turn to for any and all goods.
DoorDash is growing rapidly and changing constantly, which gives our team members the opportunity to share their unique perspectives, solve new challenges, and own their careers. We're committed to supporting employees’ happiness, healthiness, and overall well-being by providing comprehensive benefits and perks including premium healthcare, wellness expense reimbursement, paid parental leave and more.
Our Commitment to Diversity and Inclusion
We’re committed to growing and empowering a more inclusive community within our company, industry, and cities. That’s why we hire and cultivate diverse teams of people from all backgrounds, experiences, and perspectives. We believe that true innovation happens when everyone has room at the table and the tools, resources, and opportunity to excel.
Statement of Non-Discrimination: In keeping with our beliefs and goals, no employee or applicant will face discrimination or harassment based on: race, color, ancestry, national origin, religion, age, gender, marital/domestic partner status, sexual orientation, gender identity or expression, disability status, or veteran status. Above and beyond discrimination and harassment based on “protected categories,” we also strive to prevent other subtler forms of inappropriate behavior (i.e., stereotyping) from ever gaining a foothold in our office. Whether blatant or hidden, barriers to success have no place at DoorDash. We value a diverse workforce – people who identify as women, non-binary or gender non-conforming, LGBTQIA+, American Indian or Native Alaskan, Black or African American, Hispanic or Latinx, Native Hawaiian or Other Pacific Islander, differently-abled, caretakers and parents, and veterans are strongly encouraged to apply. Thank you to the Level Playing Field Institute for this statement of non-discrimination.
Pursuant to the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Initiative for Hiring Ordinance, and any other state or local hiring regulations, we will consider for employment any qualified applicant, including those with arrest and conviction records, in a manner consistent with the applicable regulation.
If you need any accommodations, please inform your recruiting contact upon initial connection.
Notice to Applicants for Jobs Located in NYC or Remote Jobs Associated With Office in NYC Only
We used Covey as part of our hiring and/or promotional process for jobs in NYC and certain features may qualify it as an AEDT in NYC. As part of the hiring and/or promotion process, we provided Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound from August 21, 2023, through December 21, 2023. We resumed using Covey Scout for Inbound again on June 29, 2024, and ceased using Covey Scout for Inbound on April 30, 2026.
The Covey tool has been reviewed by an independent auditor. Results of the audit may be viewed here: https://getcovey.com/nyc-local-law-144.
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