Several rounds, including with hiring manager (GM), VP of New Verticals, Head of Drive, and Sales counterparts. **big confidentiality breach that recruiting team couldn't care less about** A written assignment to detail plan to enter grocery vertical as a memo to the COO. Mostly background and fit questions. Some role-playing, asking how I would think about positioning Doordash's own efforts in the grocery space to merchants who view them (Doordash's efforts) as competitive. 3 things came across strongly to me through the process: 1) this is a competent, take-no-prisoners team of general athletes who do not have domain expertise in various verticals - they care and know little about food, food quality, automation, fulfillment, etc. 2) Despite all their talk about empowering and growing local economies through local merchants, Doordash has every intent of owning inventory, services, and the associated economics. They know that there isn't enough "pie" to share in logistics and have their sights set on building out their own grocery and retail capabilities through their own inventory and distribution network. 3) Very unprofessional breach of confidentiality in the process. One interview panelist who missed his interview with me did a "back-channel" background check with someone at my company, who then told my boss that I was interviewing with them. My boss confirmed that this is what happened. When I told the recruiter about it, she was pretty nonchalant. At executive level, this lack of discretion is a killer. If you are an executive considering interviewing with them, I encourage you to think twice-- The company does not value confidentiality in their process and as an executive, you are probably well aware of the career implications of your job search being made know to your CEO.