<div><p> </p></div><h1><strong>About the Team</strong></h1> <p>The Talent Acquisition Strategy &amp; Operations (S&amp;O) team is evolving into a critical strategic partner, driving global recruiting efficiency and scalability, with a specialized focus on <strong>technical talent acquisition</strong>. We are dedicated to optimizing processes, implementing cutting-edge technology solutions, and leveraging advanced data analytics to align technical talent acquisition with DoorDashs and Wolts evolving engineering and product development needs. Our mission is to empower technical recruiters with streamlined operations and data-driven insights, ensuring we attract, engage, and retain top-tier engineering talent globally.</p> <h1><strong>About the Role</strong></h1> <p><strong>This role will require you to be based out of an East Coast time zone.</strong></p> <p>As a Global TA Tech Strategy &amp; Operations Program Lead, you will be instrumental in leading strategic initiatives that standardize and optimize global recruiting practices specifically for <strong>Engineering and Product profiles</strong>. In your first 90 days, you will deeply immerse yourself in understanding our current technical hiring processes, building strong relationships with engineering leadership and technical recruiting teams, and contributing to ongoing RPO implementation with a focus on technical talent delivery. Success in this role will be measured by improved <strong>time-to-hire for engineering roles, enhanced quality of technical hires, optimized technical recruiter productivity, and the successful delivery of TA tech-focused projects.</strong> This role offers a unique opportunity to drive significant impact by transforming our global technical talent acquisition strategy. You will report into the Senior Manager of Recruitment Strategy and Operations on our RecOps team within our People and Culture organization.</p> <h1><strong>You’re excited about this opportunity because you will…</strong></h1> <ul> <li>Lead and manage strategic projects focused on optimizing the <strong>technical talent acquisition lifecycle</strong>, driving process improvements and implementing global best practices across diverse engineering and product development verticals.</li> <li>Lead and manage the planning cycles for each <strong>Engineering and Product business vertical</strong> you own, aligning TA tech strategies with critical hiring roadmaps and organizational growth.</li> <li>Analyze complex <strong>technical recruiting data</strong> (e.g., source effectiveness for specific tech stacks, offer acceptance rates by engineering level/specialty, pipeline velocity for critical roles, diversity within tech hiring pipelines) to provide actionable insights and support data-driven decision-making for engineering talent acquisition.</li> <li>Collaborate with cross-functional teams including Engineering leadership, People Analytics, and IT/HRIS teams to optimize <strong>recruiting technologies</strong> (e.g., applicant tracking systems, CRM, technical assessment platforms, coding challenge tools, interview scheduling automation) and streamline global processes for technical hiring.</li> <li>Establish and maintain a robust rhythm of business, including developing and delivering regular reporting mechanisms such as Weekly Business Reviews (WBRs), Monthly Business Reviews (MBRs), and Quarterly Business Reviews (QBRs) specifically focused on <strong>key performance indicators for technical talent acquisition</strong>.</li> <li>Provide timely and insightful weekly weather reports to senior leadership, offering a clear overview of the <strong>technical hiring verticals performance</strong>, highlighting key trends in engineering talent markets, and proactively addressing potential risks or opportunities related to tech talent acquisition.</li> <li>Contribute to the implementation of our global RPO strategy, including vendor selection and program rollout, with a specific focus on integrating RPO partners into <strong>technical hiring workflows</strong> and ensuring the quality and efficiency of technical talent delivery.</li> <li>Facilitate working sessions with technical recruiting teams and engineering hiring managers to identify process improvement opportunities specific to <strong>engineering hiring challenges and candidate experience</strong>.</li> </ul> <h1><strong>We’re excited about you because…</strong></h1> <ul> <li>You have a minimum of <strong>7-10 years of experience in program management or strategy &amp; operations, with a significant and demonstrable focus on technical talent acquisition or recruitment operations for large-scale engineering organizations.</strong></li> <li>You possess a proven track record of driving process improvement and implementing strategic initiatives within a <strong>high-growth tech environment</strong>, specifically impacting engineering hiring outcomes.</li> <li>You demonstrate strong analytical and problem-solving skills, with <strong>advanced experience in data modeling, statistical analysis, and reporting tools (e.g., Tableau, Looker, SQL) specific to technical recruiting metrics.</strong> You can translate complex technical hiring data into clear, actionable insights and recommendations for engineering leadership.</li> <li>You have <strong>deep expertise with ATS (e.g., Greenhouse, Workday), CRM (e.g., Beamery, Gem), and other recruiting technologies</strong>, with specific experience in tools used for <strong>technical assessments, coding challenges, and candidate relationship management for engineering talent.</strong> You also have a foundational understanding of Lean Six Sigma methodologies applied to talent acquisition processes.</li> <li>You have excellent communication and interpersonal skills, with the ability to build strong stakeholder relationships across <strong>engineering, product, and technical recruiting teams</strong>, influencing and collaborating effectively at all levels.</li> </ul> <p><br />We expect this position to be filled by 9/26/2025.</p> <p> </p> <p>Notice to Applicants for Jobs Located in NYC or Remote Jobs Associated With Office in NYC Only</p> <p>We use 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 provide Covey with job requirements and candidate submitted applications. We began using <a href="https://getcovey.com/product/covey-scout-inbound">Covey Scout for Inbound</a> from August 21, 2023, through December 21, 2023, and resumed using <a href="https://getcovey.com/product/covey-scout-inbound">Covey Scout for Inbound</a> again on June 29, 2024.</p> <p>The Covey tool has been reviewed by an independent auditor. Results of the audit may be viewed here: <a href="https://getcovey.com/nyc-local-law-144">Covey</a></p><div><div><div><p><span><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> <p>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.</p> <p>To learn more about our benefits, visit our careers page <a href="https://careers.doordash.com/">here</a>.</p> <p>See below for paid time off details:</p> <ul> <li><strong>For salaried roles:</strong> flexible paid time off/vacation, plus 80 hours of paid sick time per year.</li> <li><strong>For hourly roles:</strong> 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).</li> </ul></div><div>The national base pay range for this position within the United States, including Illinois and Colorado.</div><div><span>$136,000</span><span>—</span><span>$200,000 USD</span></div></div></div><div><h1><strong>About DoorDash</strong></h1> <p>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 with door-to-door delivery, and we are looking for team members who can help us go from a company that is known for delivering food to a company that people turn to for any and all goods. <br /><br /><span>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. Were 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.</span></p> <h1><strong>Our Commitment to Diversity and Inclusion</strong></h1> <p>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.</p> <p><span>Statement of Non-Discrimination</span><span>: 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.</span></p> <p><span>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.</span></p> <p>If you need any accommodations, please inform your recruiting contact upon initial connection.</p></div>