<div class="content-intro"><p><img style="display: none; max-width: 100%;" src="https://click.appcast.io/greenhouse-te8/a31.png?ent=34&e=22630&t=1701374353806" width="1px"> <img style="display: none; max-width: 100%;" src="https://track.jobadx.com/v1/i.gif?utm_pixel=224e990b-8ff4-4287-8d5d-2ff09647f181&utm_ptz=EST&utm_rqt=track" alt="" width="1"></p></div><h2>About the team</h2> <p>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.</p> <h2>About the role</h2> <p>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.</p> <p>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.</p> <p>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.</p> <h2>What you'll be doing</h2> <ul> <li>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.</li> <li>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.</li> <li>Own the range-setting product and analytics roadmap end to end and carry launches to market — adoption, enablement, and change management.</li> <li>Improve Compensation Partner productivity across the range review, while also managing intake, prioritization, and requirements definition for this part of the compensation stack.</li> <li>Own the seams into adjacent compensation products — recruiter offer guidance, budget modeling, headcount planning, and Workday range loads.</li> </ul> <h2>Requirements</h2> <ul> <li>5+ years of product management experience shipping products end to end, including at least one data- or workflow-heavy internal or B2B product.</li> <li>Demonstrated success turning a manual, judgment-heavy operational process into a product — rules, guardrails, recommendations, and measurable throughput gains — rather than digitizing a spreadsheet.</li> <li>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.</li> <li>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.</li> <li>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.</li> <li>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.</li> </ul> <h2>Nice to have</h2> <ul> <li>Direct experience with Compensation or Total Rewards — range architecture, market pricing, survey data, compa-ratio, peer groups, leveling, or annual budget planning.</li> <li>Familiarity with Workday, Greenhouse, Snowflake, and/or Sigma and their extensibility models.</li> <li>Experience building for multi-brand, multi-region, and multi-currency environments, and the data-privacy constraints that come with them.</li> <li>Experience shipping on top of a semantic layer, or enabling natural-language querying over a governed dataset.</li> </ul><div class="content-pay-transparency"><div class="pay-input"><div class="description"><p><span style="font-size: 32px;"><strong>Compensation</strong></span></p> <p>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.</p> <p>In addition to base salary, the compensation for this role includes opportunities for equity grants. Talk to your recruiter for more information.</p> &l