Engineering Manager, Red Team
DoorDash · Remote · San Francisco, United States · 5mo ago
About the Team
DoorDash's Red Team exists to find critical attack paths before real adversaries do. We operate across the full adversary simulation lifecycle — scoping threat-informed engagements, executing realistic attack chains, and working with engineering and detection teams to close the gaps we uncover. Our attack surface spans a multi-sided marketplace: consumer and merchant data, payment systems, driver logistics, and the cloud-native infrastructure that ties it all together.
We're looking for a leader who can take this team to the next level.
About the Role
We need an offensive security leader who stays close to the work. As the Engineering Manager of the Red Team, you'll inherit an existing team, level it up, expand headcount, and build the partnerships needed to turn red team findings into real engineering change. This is a player-coach role — you'll set strategic direction while staying hands-on with engagement scoping, tradecraft, and tooling decisions.
You'll report to the Director of Global Security Services.
You're excited about this opportunity because you will…
- Define the red team's strategic roadmap — engagement cadence, target prioritization, and capability development — aligned to DoorDash's threat landscape.
- Lead, coach, and grow a team of offensive security engineers. Hire intentionally to fill capability gaps as the team scales.
- Stay technically involved in engagement scoping, methodology, and tooling architecture. Guide adversary simulation, not just manage it.
- Drive remediation outcomes cross-functionally — partner with detection/response, AppSec, infrastructure security, and product engineering to make sure findings get fixed, not just documented.
- Build purple team workflows with detection engineering to validate and improve defensive coverage.
- Direct the development of red team infrastructure and custom tooling as production-quality software.
- Translate offensive findings into risk language that engineers, VPs, and non-technical stakeholders can act on.
- Design repeatable processes and metrics that communicate the team's value in terms of risk reduction, not just finding count.
We're excited about you because you…
- 7+ years of offensive security experience (red teaming, adversary simulation, penetration testing) with at least 3 years managing offensive security practitioners.
- Deep, hands-on red team expertise — you speak fluently about TTPs, attack chains, tradecraft, and tooling because you've done the work, not just managed it. Demonstrated player-coach balance between technical depth and management responsibilities.
- Track record of shaping security strategy beyond your own team — influencing engineering, product, or infrastructure organizations to prioritize and act on findings, not just document them.
- Experience with cloud-native offensive operations (AWS/GCP, Kubernetes, containerized microservices, CI/CD pipelines) and building or directing custom offensive tooling as engineered software, not just scripts.
- People-first leadership — you coach, develop careers, provide honest feedback, and build team culture where offensive security practitioners grow.
- Strong cross-functional influence — you can convince an engineering VP to allocate sprint capacity for remediation, partner with detection teams without being adversarial, and communicate the value of a red team in terms of risk reduction, not finding count.
Ways to Stand Out
- Experience operating red teams at a marketplace, fintech, or logistics company at scale.
- Background building or directing custom offensive tooling and C2 infrastructure.
- Purple team experience — collaborative detection validation with blue team/DFIR partners.
- Familiarity with threat intelligence-driven engagement scoping (mapping real adversary TTPs to organizational attack surface).
- Experience with global or distributed teams across time zones.
- Relevant certifications: OSCP, OSCE, GXPN, CRTO, CRTL, or similar.
We expect this position to be filled by 6/21/26.
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).
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.
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