About the Team
DoorDash's Protective Services function operates at the intersection of executive protection, residential security, protective intelligence, threat management, and executive cybersecurity across a three-brand global enterprise covering DoorDash, Deliveroo, and Wolt. The Protective Intelligence function is the analytical engine of the program. It runs a real-time AI-enabled threat detection pipeline that surfaces threatening content across platform support channels, monitors open-source and social media environments for signals that never enter the platform, produces intelligence products that drive executive protection and travel security decisions, and builds the threat profiles that inform how the program allocates its resources. The work is technically enabled, analytically demanding, and operationally consequential.
About the Role
We are hiring a Threat Response Analyst to lead the response function of DoorDash's Protective Intelligence program and drive its model toward a proactive approach built on predictive modeling and behavioral analytics. This role owns the early intervention and indicator-identification pathway: the pipeline that surfaces individuals of concern, builds their behavioral profiles, and identifies interception points where the business can act before a threat to an executive materializes. You will manage and train the support staff escalations team that engages the individuals we identify, resolves the grievances driving their behavior, and closes the loop before it becomes a security event.
In this role, you will identify early indicators of escalating risk, assess and judge the personality and behavioral characteristics of individuals of concern, and compile that analysis into succinct briefs that drive executive protection, travel security, and business risk decisions. You will also conduct debriefs with support staff and escalation team members to capture what was learned from each case and feed it back into the model. As the Threat Response Analyst, you will exercise independent judgment, manage and train the escalations team, refine the program's early intervention playbook, and help shape the future of a Protective Intelligence function built around prevention rather than response.
You are excited about this opportunity because you will…
Drive the shift from reactive response to predictive prevention.
Lead the program's transition to a prevention-first operating model, using predictive modeling and behavioral analytics to identify individuals and situations trending toward escalation. Own the early intervention and indicator identification pathway from first signal through resolution, with the goal of intercepting risk before it becomes a threat to an executive, not documenting it after the fact.
Manage and train the support staff escalations team.
Serve as the manager and trainer for the support staff escalations team that reaches out to identified individuals to understand and resolve their grievances. Build training, coaching, and quality standards that help the team recognize early indicators, engage individuals of concern with care, and close cases before they escalate. Continuously refine how frontline support responds to concerning contacts so more risk is intercepted at that first point of contact.
Exercise independent analytical judgment.
Evaluate complex information from multiple sources, distinguish credible threats from background noise, determine appropriate risk classifications, and recommend mitigation strategies with minimal oversight. You are the senior judgment layer on the team and the quality control for every significant analytical output.
Build behavioral profiles and brief on individuals of concern.
Apply structured professional judgment methods and frameworks to identify early indicators, assess and judge the personality and behavioral characteristics of individuals of concern, and compile findings into succinct briefs. Conduct debriefs with escalation team members and other stakeholders to capture what a case revealed and sharpen the indicators the team should watch for next.
Advance the program's prevention model.
Continuously improve early-indicator models, predictive risk scoring, reporting standards, AI-enabled workflows, and case review practices while helping shift the program from reactive response to proactive interdiction. Identify opportunities to use emerging analytical tools and technologies to extend the program's ability to anticipate and intercept threats before they escalate.
Mentor and develop others.
Provide guidance, coaching, and quality review for junior analysts and escalation team members while helping establish consistent analytical standards, case rigor, and intelligence tradecraft across the team.
We are excited about you because you bring…
Advanced protective intelligence experience.
5+ years of experience in protective intelligence, intelligence analysis, behavioral profiling or a related field.
Exceptional analytical judgment.
Demonstrated ability to synthesize complex information, evaluate incomplete or conflicting intelligence, assess credibility, and communicate defensible risk assessments that support executive decision-making.
Executive-level communication.
Experience producing concise, high-quality intelligence products, including executive briefings, strategic intelligence reports, travel assessments, case summaries, and risk assessments suitable for senior leadership.
Technology and OSINT mastery.
Strong OSINT research capabilities and experience using intelligence platforms, commercial databases, social media monitoring, mapping tools, monitoring technologies, or AI-enabled analytical workflows.
High discretion and professionalism.
Trusted to manage highly sensitive information involving executives, confidential cases, and security operations while exercising sound judgment and maintaining strict confidentiality.
Cognitive bias awareness.
Deep understanding of cognitive biases — including confirmation bias, anchoring, and availability bias — that can distort threat assessments, and the analytical discipline to recognize and correct for them in high-stakes judgment calls.
Support team management and training.
Proven experience training a frontline or platform support/escalations team, including building coaching programs and escalation protocols, developing staff to recognize early indicators and triage concerning content, and ensuring sensitive cases and grievances are handled correctly at first contact.
Behavioral profiling, interviewing, and debrief experience.
Lengthy, hands-on experience in behavioral profiling and identifying early indicators — assessing and judging the personality and behavioral characteristics of individuals of concern, conducting behavioral interviews and debriefs with individuals of concern, complainants, or witnesses, and compiling findings into succinct briefs that inform case disposition and mitigation planning.
Insider threat and grievance dynamics.
Familiarity with insider threat indicators and the psychology of workplace and platform grievances, including how unresolved disputes or perceived injustices can escalate into security risks.
Cross-functional partnership.
Comfortable partnering with HR, Employee Relations, Trust & Safety, and Legal to gather context, coordinate interventions, and align on risk mitigation strategies for individuals of concern.
Education.
Bachelor's degree or equivalent experience required. Advanced degree or professional certification in behavioral science, intelligence analysis, security management, or a related discipline preferred.
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.
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