Senior Platform Hiring Partner

About the Team

The Platform Hiring Team (PHT) is building a centralized, technology-enabled hiring engine for repeatable, high-volume roles across supported DoorDash, Deliveroo and Wolt businesses.

You'll join Platform Hiring Operations, PHT's business-facing team. This team owns demand, market context, and pipeline health: translating business needs into hiring plans, keeping stakeholders ahead of risk, and clearing blockers before they reach the execution team.

About the Role

You'll own business readiness, attraction, and pipeline health for Courier hiring across the business, a new area for Platform Hiring. You'll translate business needs into hiring plans, validate demand against strategy and cost, coordinate Marketing and sourcing partners, activate roles when requirements are complete, and monitor progress against hiring dates.

As the senior business-facing partner for Courier, you'll advise business leaders on hiring strategy, market conditions, timing, location, quality, and delivery trade-offs using funnel and talent-market evidence. When pipeline volume declines, you'll coordinate targeted sourcing interventions and ensure the execution team has sufficient pipeline. You'll proactively coordinate blockers across onboarding, background checks, training capacity, HR, and local operations.

You'll also identify recurring friction and work with the Platform Hiring Manager and PM Team on scalable improvements, automation, and AI adoption.

You're excited about this opportunity because you will

• Own the end-to-end business partnership for Courier hiring, from demand validation through pipeline health and hiring delivery.
• Establish and continuously improve the Platform Hiring operating model for a new hiring area.
• Collect, validate, and translate hiring demand against workforce strategy, timing, market conditions, and cost expectations.
• Set up approved headcount and role requirements in the active hiring platform.
• Own relationships with Marketing, Employer Brand, sourcing, and relevant operational partners to build an effective top-of-funnel strategy.
• Use historical funnel performance and talent-market data to establish the sourcing and application volume required for delivery.
• Activate roles with the Platform Hiring team and maintain clear handoffs, service expectations, and priorities.
• Monitor pipeline health, conversion, drop-off, and hiring dates, providing proactive business updates and surfacing risks early.
• Advise business leaders on hiring strategy, attraction, market conditions, location, timing, quality, and delivery trade-offs using funnel and talent-market evidence.
• Deploy targeted sourcing interventions or coordinate specialist sourcing support when pipeline volume declines.
• Coordinate across operations, HR, Workforce Planning, Marketing, Learning and Development, onboarding, and other partners to resolve hiring dependencies.
• Own market and business exceptions that require context beyond the standard platform workflow.
• Support approved candidate-facing exceptions, including local-language communication, offer delivery, or low-volume work, while maintaining the standard platform workflow wherever possible.
• Identify recurring friction and bring evidence, volume, impact, and recommended solutions to the Platform Hiring Manager and PM Team.
• Identify automation and AI use cases, adopt approved solutions, and track their impact on manual work, decision speed, and hiring delivery.
• Build the foundations, documentation, processes, and stakeholder relationships that can support a future dedicated Courier hiring capability as the business scales.
• Maintain accurate portfolio documentation, decisions, risks, and source-of-truth reporting.
• Create clear, structured business documentation, including process documentation, recommendations, and stakeholder updates that enable effective alignment.
• Use a process improvement mindset to identify root causes, simplify ways of working, and continuously improve the hiring operating model (experience with Lean Six Sigma principles would be a bonus but not a must).
• Use data analysis to identify trends, diagnose funnel and operational issues, and translate complex data into clear insights and compelling stories for business stakeholders.

We're excited about you because

• You have 6+ years of experience in full-cycle recruiting, high-volume hiring, recruiting operations, or a consultative program/business partnership role.
• You have 3+ years of experience managing and influencing senior stakeholders across functions and organizational levels.
• You have experience translating complex or evolving demand into hiring plans and advising business leaders on hiring strategy.
• You are comfortable operating in an environment where the operating model is still being established and requirements can change as the business develops.
• You have experience using hiring data, funnel performance, and market insights to challenge assumptions and recommend action.
• You demonstrate strong business judgment and can balance speed, quality, cost, candidate experience, and operational constraints.
• You communicate clearly and proactively, particularly when surfacing risks, trade-offs, and recommendations to senior stakeholders.
• You can build effective cross-functional partnerships across Operations, HR, Workforce Planning, Marketing, Employer Brand, and Learning and Development.
• You have experience driving process improvements, automation, or scalable ways of working.
• You're comfortable with dashboards, workflow automation, continuous improvement, and light program management (most relevant tools Greenhouse ATS and Fountain AI). 
• You are comfortable creating business facing documents and turning complex information, analysis, and recommendations into clear, concise materials for senior stakeholders.
• You are comfortable working with data, performing analysis, and using data storytelling to communicate insights, trends, risks, and recommendations to different audiences.

How success is measured

• Courier demand is validated, prioritized, and activated with complete and accurate information.
• Hiring plans and pipeline requirements are aligned with business needs, market conditions, and agreed hiring dates.
• Pipeline volume and conversion remain sufficient to support delivery commitments.
• Business leaders have clear, timely visibility of hiring progress, risks, blockers, and required decisions.
• Sourcing interventions are targeted, evidence-based, and effective.
• Recurring operational friction is identified and converted into scalable improvements.
• Manual work declines through documented improvements, automation, AI adoption, and effective platform usage.
• The Courier hiring operating model becomes increasingly scalable, predictable, and ready to support future growth.
• Processes are continuously improved using evidence, root cause analysis, and a structured approach to reducing waste, friction, and unnecessary complexity.

Key partnerships

Platform Hiring Manager; Platform Hiring Team Leads and Specialists; Courier business leaders; Workforce Planning; Marketing and Employer Brand; HR and Learning and Development; onboarding; Operations; sourcing partners; and low-volume recruiting teams.