• The company runs a 12-week internship program and markets internships and new graduate roles as recurring seasonal openings that typically launch in the fall.
• DoorDash posts clearly-labelled “Intern & Entry-Level” openings across multiple functions, rather than restricting early-career hiring to one team or one location.
• The company publishes graduation-date targeted entry-level roles, including Software Engineer I postings that explicitly frame the job as a post-graduation start for students with limited full-time experience.

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• The company publishes role-family interview stage outlines (for example Engineering and Product) that spell out recruiter screens, technical screens, and a timed virtual onsite structure.
• DoorDash provides candidate-facing guidance on interview integrity and AI use, including a clear rule that AI should not be used during live interviews unless invited, and an accommodations pathway routed through recruiting.
• The company still has enough public interview feedback describing inconsistent communication and timelines that fairness and predictability can vary by recruiter or team.

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• The company describes internships as hands-on work embedded in teams, and the university careers content repeatedly references mentors and managers supporting interns from before day one through shipping work.
• DoorDash publishes intern project write-ups that show interns building production-facing features and explicitly thanking mentors and partner teams for ongoing review and feedback.
• The company frames learning through exposure to the business, including programs like WeDash that push employees to understand on-the-ground delivery and merchant realities, but DoorDash does not publish a single, consistent onboarding or mentorship standard by function.

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• The company posts a national base pay range for at least some entry-level roles, alongside equity information and a detailed benefits list that includes a 401(k) match and 16 weeks of paid parental leave.
• DoorDash describes pay as localized by work location and lists factors used to set starting pay, which reduces surprise for early-career candidates comparing offers across cities.
• The company has a known recent history of corporate layoffs (notably the 2022 reduction), which adds some stability risk for early-career hires even though current role postings continue.

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• The company highlights early-career impact through internship and new-grad narratives focused on shipping work to production and owning meaningful pieces of product or infrastructure.
• DoorDash describes a “new grad community” experience on the university careers page, which is a concrete retention-support signal for people entering a first full-time role.
• The company does not publish outcomes like internship-to-offer conversion rates, time-to-promotion benchmarks for entry-level cohorts, or early-tenure retention, which limits confidence in outcomes beyond individual stories.

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