GTM Program Manager
at DoorDash
Location
United States - Remote
Compensation
$126k–$185k USD
Type
full time
Posted
Yesterday
Remote
Yes
Market range · company + function + seniority
$101k—$126k—$148k
p25 · target · p75 · n=73
Posted $185k · well above market
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Job description
About the Role
The GTM Program Manager owns the governance, design partnership, and operational integrity of DoorDash's sales incentive programs across the SMB sales portfolio - including Marketplace, Storefront, and Digital Commerce. As a senior individual contributor reporting to the Sr. Manager, Compensation Governance & Systems, you will establish and enforce the rulebook for how SPIFFs, contests, and incentive plans are designed, approved, and paid out - ensuring every dollar of incentive spend drives the intended seller behavior.
You will drive the central sales planning process for half and annual planning cycles - owning the program timeline that segment teams operate against and consolidating their inputs into an integrated view. You’ll run the SMB Monthly Business Review, and partner with Sales, Finance, and Comp leadership on incentive design across the portfolio.
This is a backfill role with an expanded scope: stronger governance ownership, deeper cross-functional design partnership, and new leadership of the SMB Monthly Business Review.
What You'll Do
Central Planning & Cross-Segment Consolidation
- Drive the overall sales planning process for AOP (Annual Operating Plan) and Half planning - owning the program timeline, cadence, and consolidation of segment inputs (targets, capacity, headcount, investment priorities, GTM plans) across SMB segments (Marketplace, Storefront, Digital Commerce Platform)
- Serve as the central program owner for cross-segment consolidation - pulling segment leads together, surfacing tradeoffs, and delivering an integrated view to Sales, Finance, and executive leadership (segment teams remain accountable for the substance of their own plans)
- Own the consolidated planning deliverables: integrated targets, capacity roll-ups, investment allocation view, and program roadmap across segments
- Partner with Finance to align budget envelopes to segment growth targets and P&L impact
- Orchestrate alignment across segment leads (Marketplace, Storefront, DCP, New Verticals, Enterprise) to ensure plans are consistent, additive, and roll up correctly to overall commitments
Governance & Policy
- Own the sales incentive policy framework: eligibility rules, crediting logic, payout mechanics, exception handling, and dispute resolution
- Establish and enforce approval workflows for new SPIFFs, contests, and plan changes - including spend thresholds, sign-off matrix, and audit trail
- Run quarterly policy reviews; sunset stale rules; codify precedents from exceptions into durable policy
- Be the policy backstop - the voice that says no when proposals create precedent risk or violate guardrails
- Steward and evolve DoorDash's Sales Incentive Compensation Philosophy - ensuring incentive frameworks scale as the business grows across new segments and product lines
- Serve as the subject matter expert for industry benchmarking of sales incentive programs - ensuring DoorDash's plans remain competitive within marketplace, SaaS, and high-growth tech peer norms
Cross-Functional Incentive Design Partnership
- Partner with Sales Leadership, Sales Strategy, Finance, and Comp on the design of SPIFFs, contests, accelerators, and plan adjustments
- Drive the annual sales incentive design process across SMB segments - including plan design, comp metric selection, plan rollout, and seller enablement - in partnership with the Sr. Manager, Compensation Governance & Systems
- Pressure-test design proposals through ROI modeling, attainment curves, payout caps, and behavioral risk analysis
- Serve as the lead incentives partner for Digital Commerce Platform - co-own the design of DCP-specific SPIFFs, accelerators, and quota relief mechanisms with DCP Sales Leadership and Strategy, given DCP's evolving GTM motion and the need to build durable incentive structures as the business scales
- Serve as the pre-launch gate ensuring every incentive aligns to GTM priorities and financial guardrails
- Lead post-mortems on major incentives: did the program drive intended behavior, and at what cost per incremental unit?
SMB Monthly Business Review Leadership
- Own the agenda, attendee list, and cadence for the SMB Monthly Business Review forum
- Drive standing readouts on SMB business performance, attainment, pipeline health, program status, and cross-segment initiatives
- Track action items to closure; escalate blockers; translate forum decisions into executive-ready summaries and program updates
What You'll Bring
Required
- 5-7 years of experience in Sales Compensation, Sales Operations, Revenue Operations, or FP&A
- Demonstrated ownership of a policy or governance framework - not just executing within one
- Strong cross-functional facilitation and influence-without-authority skill; comfortable running a recurring business review with Sales, Finance, and Comp leadership and holding the line on policy
- Fluency in SQL, Excel/Sheets, and incentive compensation platforms (Xactly, CaptivateIQ, Anaplan, Varicent, or similar)
- Analytical rigor: ROI modeling, attainment curve design, payout sensitivity analysis
- Self-directed senior IC who can drive ambiguous, cross-functional programs
Preferred
- Experience supporting SMB and Enterprise sales segments
- Experience designing incentive structures for emerging or evolving sales motions where playbooks are still being built (vs. operating within mature plans)
- Marketplace, SaaS, or high-growth tech industry background
- Exposure to SOX or audit-adjacent controls for compensation programs
Compensation
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.
In addition to base salary, the compensation for this role includes opportunities for equity grants. Talk to your recruiter for more information.
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.
To learn more about our benefits, visit our careers page here.
See below for paid time off details:
- For salaried roles: flexible paid time off/vacation, plus 80 hours of paid sick time per year.
- For hourly roles: 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).
The national base pay range for this position within the United States, including Illinois and Colorado.
$125,800—$185,000 USD
About DoorDash
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 including premium healthcare, wellness expense reimbursement, paid parental leave and more.
Our Commitment to Diversity and Inclusion
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.
Statement of Non-Discrimination: 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.
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.
If you need any accommodations, please inform your recruiting contact upon initial connection.
Notice to Applicants for Jobs Located in NYC or Remote Jobs Associated With Office in NYC Only
We used 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 provided Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound from August 21, 2023, through December 21, 2023. We resumed using Covey Scout for Inbound again on June 29, 2024, and ceased using Covey Scout for Inbound on April 30, 2026.
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.
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