Doordash Usa: Staff Product Manager, People Product

About the Team

The People Technology Product team builds the internal tools and frameworks that power every employee’s journey at DoorDash. We combine a hybrid “build + buy” approach to deliver intelligent, scalable, and people-centric experiences across hiring, onboarding, learning, performance, compensation, and more. Our team partners closely with Design, Engineering, Analytics, People/HR, and IT to design and develop products that connect and elevate the entire People Tech stack. We’re redefining how great employee experiences are built from the inside out.

About the Role

We’re reimagining how DoorDash grows, develops, and retains talent — and we’re hiring a Staff Product Manager to lead our first-party custom Talent Management products. This is a critical individual contributor role on the People Technology Product team, focused on building and evolving DoorDash-owned products that power performance, feedback, promotions, calibration, and talent insights across the company globally.

You’ll be the end-to-end product owner for a suite of custom-built talent products that sit at the center of how employees experience growth, how managers develop their teams, and how People partners guide the business. These products increasingly act as the system of engagement on top of our core HR systems, translating complex data and processes into intuitive, actionable experiences.

This role is ideal for a product leader who enjoys owning durable product surfaces, thrives in complexity, and wants to build foundational systems that scale with the company.

What You’ll Own

Own Core Talent Management Products

Lead the roadmap and execution for DoorDash’s custom talent products, including feedback, annual review, calibrations, promotions, and connected talent insights.

• Build Durable First-Party Systems: Design and evolve first-party product capabilities — employee profiles, manager dashboards, task orchestration, and talent signals — that persist across cycles and reduce reliance on one-off tools or spreadsheets.


• Enable Better Talent Decisions Through Product: Create experiences that help managers and leaders evaluate performance, assess readiness, and invest in growth using consistent signals, not manual synthesis or institutional knowledge.


• Optimize for Scale, Reuse, and Signal Quality: Build modular product components and workflows that scale across geographies, orgs, and brands, while improving data quality, latency, and trust in talent signals.


• Partner Closely with Engineering and Talent COEs: Work hand-in-hand with Engineering, Design, Analytics, and Talent COE partners to translate program needs into product capabilities — balancing cycle-driven delivery with long-term platform investments.


• Raise the Bar for Custom Product Development in People Tech: Model strong product judgment in a first-party environment: define clear problem statements, scope MVPs intentionally, invest in foundations where they compound, and deliver high-quality products in a fast-moving org.

What you’ll bring:

• Have a track record of building and optimizing internal products — especially in Talent Management or broader People environments.


• Are comfortable working with building custom tools while working with third-party SaaS data platforms.


• Love turning complexity into simplicity — especially in areas like talent management user experience and process simplification.


• Collaborate naturally with designers, engineers, talent management specialists, and stakeholders of all levels, and take pride in delivering systems people want to use.


• Are a strong communicator who can explain product decisions clearly, even when juggling speed, risk, and technical constraints.

Additional nice-to-haves:

• Experience owning first-party products through annual or semi-annual cycles:  Familiarity with performance, promotion, or compensation cycles — including the realities of deadlines, data freezes, change management, and stakeholder pressure — and the ability to improve systems without disrupting critical business moments.


• Global or multi-brand product experience: Familiarity building products that must work across regions, legal contexts, and company brands.


• Strong intuition for data quality and trust in People systems: A track record of improving signal quali