Platform Hiring Team (PHT) is building a centralized, AI-enabled hiring engine for the repeatable, high-volume roles across DoorDash, Wolt, and Deliveroo. Not every role fits that model. Corporate and G&A functions, Customer Service leadership positions, and the roles that come with a brand-new vertical are lower-volume, higher-complexity, and don't yet have a standardized playbook — that's where you come in.
You'll own full-cycle recruiting for hiring that sits outside the centralized platform: G&A roles (Finance, Legal, People, and similar functions), Customer Service leadership and senior individual-contributor roles, and the first hires into new or emerging verticals as the business expands. You'll work in a highly AI-driven environment — sourcing copilots, screening assistants, and scheduling automation are part of your everyday toolkit — but at this volume and level of complexity, the judgment calls on fit, leveling, and candidate strategy stay with you.
As hiring in any one of your areas grows in volume and starts to repeat, you'll be the one who spots it, and you'll partner with the Platform Hiring Team to help move that work into the platform. You're not just filling roles — you're helping decide what should stay bespoke and what's ready to scale.
- Own end-to-end recruitment for lower-volume, higher-complexity roles across G&A, Customer Service leadership, and new or emerging verticals.
- Act as a consultative partner to hiring managers and senior stakeholders, advising on market realities, leveling, and hiring strategy rather than just executing requisitions.
- Use AI-enabled sourcing, screening, and scheduling tools to move quickly, while retaining full ownership of candidate assessment and final decisions.
- Build talent maps and pipelines for niche, senior, or first-of-their-kind roles where there is no existing playbook.
- Deliver a candidate experience suited to senior and specialized audiences, including direct engagement from you rather than a high-volume workflow.
- Track and report on hiring performance — time to hire, pipeline health, quality of hire — even at low volume, so trends are visible before they become risks.
- Spot when a role family's volume or repeatability has grown enough to warrant moving into the centralized platform, and partner with the Platform Hiring Team on that transition.
- Feed workflow friction and automation opportunities back to the Platform team's AI Enablement and Continuous Improvement work.
- You have at least three years of full-cycle recruiting experience, ideally spanning G&A functions, Customer Service or CX leadership hiring, or launching hiring for a new market or business line.
- You're comfortable owning lower-volume, higher-complexity searches without the guardrails of a high-volume ATS workflow — you build the process as you go.
- You thrive in a fast paced, transformative environment and are open to supporting where new business lines and new ways of working.
- You're fluent with modern AI recruiting tools and know when to lean on them versus when a search needs your own judgment.
- You're a confident, consultative partner to hiring managers and senior leaders, comfortable pushing back with market evidence.
- You're comfortable with ambiguity — many of the roles you'll hire for won't have a template yet.
- You're data-aware and can tell a clear hiring story even when volumes are small.
- You communicate clearly and professionally in English, both verbally and in writing.
- You're excited to help define what "ready to scale" looks like, and to hand off well when a role graduates into the platform.
- Experience recruiting for corporate or G&A functions (Finance, Legal, People, and similar) alongside Customer Service or CX leadership roles.
- Experience standing up hiring for a new market, business line, or vertical from scratch.
- Hands-on experience with AI-enabled sourcing or ATS platforms such as Fountain, Greenhouse, or similar.
- Experience partnering with a centralized or platform recruiting team on scaling or hand-off decisions.
- Exposure to recruitment operations, process design, or continuous improvement.
This role sits at the frontier of DoorDash's hiring engine — the roles and business lines that haven't yet been standardized. You'll use AI to move fast without losing the judgment that senior and first-of-a-kind hiring demands, and you'll have a direct hand in deciding when and how that work eventually plugs into the broader platform.
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.
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.
If you need any accommodations, please inform your recruiting contact upon initial connection.
We use Covey as part of our hiring and/or promotional process for jobs in certain locations.
The Covey tool has been reviewed by an independent auditor. Results of the audit may be viewed here: https://getcovey.com/nyc-local-law-144
To request a reasonable accommodation under applicable law or alternate selection process, please inform your recruiting contact upon initial connection.
