Sr. Analyst Workforce Strategy and Planning

DoorDash USA•Chicago, AZ

About The Position

About the Team The Workforce Planning & Intelligence team helps DoorDash plan and fund Talent Acquisition capacity in a way that is analytically rigorous, operationally practical, and aligned to company commitments. We sit at the intersection of TA, Finance, and cross-functional G&A leaders globally, translating hiring demand into resourcing plans and operating decisions. We’re a small, fast-paced team in a growing global organization, and our work has an immediate, measurable impact on both business performance and financial outcomes. About the Role As a Senior Analyst, Workforce Strategy & Planning, you will own core elements of global TA capacity planning—forecasting supply and demand, diagnosing funnel performance, and translating long-range hiring plans into resourcing requirements up to 24 months out. You’ll operate within a monthly planning rhythm, with two larger long-range planning cycles each year, and you will partner closely with Director+ leaders across TA, Finance, and other G&A functions to ensure plans are fundable, executable, and aligned to commitments. This role is equal parts modeling and influence. You will build clean, auditable planning models and dashboards (primarily in Google Sheets and Sigma), but your differentiator will be converting analysis into simple narratives and clear recommendations that drive decisions. You’ll also help evolve how TA does resource planning—improving assumptions, operating rhythms, definitions, governance, and the linkage between efficiency and quality outcomes (retention and performance).

Requirements

You have 5+ years of experience in analytics, planning, strategy, or an operations-focused role where you owned recurring business-critical deliverables.
You are an expert modeler in spreadsheets (Google Sheets/Excel): you build structured, auditable, scalable models and are fast, precise, and quality-oriented.
You can build clear dashboards and analysis in modern BI tools (Sigma or similar), and you know how to define metrics so leaders trust what they’re seeing.
You actively use AI tools to improve your analytical workflow—speeding up exploration, summarization, automation, and insight generation—while applying strong judgment and validation.
You translate complexity into clarity: concise narratives, crisp recommendations, and an ability to explain tradeoffs in plain language to Director/VP audiences.
You influence without authority and can earn trust quickly with senior leaders through strong executive communication, practical judgment, and reliable follow-through.
You’re comfortable operating in ambiguity, setting structure where it doesn’t exist, and iterating quickly as plans and priorities change.
You care about balancing efficiency and quality—and you look for systemic improvements to how planning is done, not just producing outputs.
BA/BS or equivalent experience, ideally in a quantitative or math-forward discipline.

Responsibilities

Own and evolve monthly TA capacity planning: translate hiring demand into recruiter and TA operations capacity, identify gaps, and recommend actions to close them.
Build and maintain 24-month forecasts, scenario models, and sensitivity analyses that connect hiring plans, funnel conversion, productivity, and time-to-fill into resourcing requirements.
Produce leadership-ready readouts for Director+ stakeholders across TA, Finance, and G&A—clarifying assumptions, risks, and tradeoffs so decisions happen quickly.
Be the bridge between TA and Finance: align on inputs and definitions, explain drivers of variance, support funding decisions, and ensure plans meet financial commitments.
Diagnose recruiting funnel and production performance, proactively flagging issues and identifying specific operational levers (process, staffing mix, prioritization, routing, tooling).
Embed “quality” into planning: incorporate downstream outcomes such as 90-day and 1-year retention and performance signals into capacity discussions and strategy.
Drive operational strategy improvements: partner with TA Ops and leaders to redesign how resource planning is done (governance, operating rhythm, metrics, and decision frameworks).
Use modern analytics workflows, including AI-enabled analysis, to accelerate insight generation, automate repeatable work, and raise the team’s leverage.

Benefits

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)
medical, dental, and vision benefits
11 paid holidays
disability and basic life insurance
family-forming assistance
a mental health program