Senior Product Manager, Compensation Range-Setting (DoorDash)

The People Product team at DoorDash, Deliveroo, and Wolt builds internal tools and frameworks that power every employee’s journey. They combine a hybrid ‘build + buy’ approach to deliver intelligent, scalable, and people-centric experiences across hiring, compensation, onboarding, learning, performance, and more.

About the Role

We’re hiring a Senior Product Manager to own the internal compensation products, including 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.