Daniel Danker
Chief Product Officer at CART
Executive
About Daniel Danker
Daniel Danker, 44, is Chief Product Officer at Instacart (Maplebear Inc.), serving in this role since July 2022 after joining the company in March 2021 as VP roles across Shopper & Fulfillment and Product . He holds a B.A. in Mass Communications from the University of California, Berkeley . During his tenure, Instacart delivered FY 2024 revenue of $3,378 million (+11% YoY) and adjusted EBITDA of $885 million (+38% YoY), with GTV $33,461 million (+10%) and 294.0 million orders (+9%), and GAAP net income of $457 million . On pay-versus-performance disclosure, a $100 initial investment in CART on trading start totaled $122.91 by year-end 2024, with net income of $457 million and 30-Day VWAP of $42.82 .
Past Roles
| Organization | Role | Years | Strategic impact / scope |
|---|---|---|---|
| Uber Technologies | Head of Product, Uber Eats | Feb 2020 – Mar 2021 | Oversaw strategy and roadmap for Uber Eats offering |
| Uber Technologies | Senior Director of Product, Driver | Jul 2018 – Feb 2020 | Led driver product organization |
| Meta (Facebook) | Product Director, Video | 2016 – 2018 | Led video product initiatives |
| Shazam | Chief Product Officer | Not disclosed | Senior product leadership at music discovery app |
| Instacart | VP, Shopper & Fulfillment; VP, Head of Product | Mar 2021 – Jul 2022 | Built fulfillment and product strategy before elevation to CPO |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No external public company directorships disclosed for Danker |
Fixed Compensation
- Base salary, target bonus %, and actual bonus for Daniel Danker are not disclosed in the 2025 proxy; Instacart maintained no formal annual cash bonus plan for named executive officers in FY 2024, but this section does not list Danker as an NEO .
Performance Compensation
- Instacart’s executive compensation emphasizes long‑term equity, predominantly RSUs, with strong alignment to shareholder value and retention; hedging/pledging is prohibited and recoupment applies to incentive compensation in the event of restatements .
Insider transactions and vesting events for Daniel Danker:
| Item | May 15, 2025 | Jul 18, 2025 | Aug 15, 2025 |
|---|---|---|---|
| Event type | RSU vesting (tax withholding) | Open-market sale under Rule 10b5-1 plan adopted Feb 28, 2025 | RSU vesting (tax withholding) |
| Shares (A/D) | Shares withheld to satisfy taxes (amount not specified in summary) | Sold 9,745 sh at $48.7971 wtd avg (range $48.40–$49.31); 292 sh at $49.5382 wtd avg (range $49.48–$49.6050) | 24,763 sh withheld for taxes upon RSU vesting |
| Shares owned after | Not shown in summary | 470,190 sh after sales | 445,427 sh after withholding |
Equity Ownership & Alignment
| Metric | Current status |
|---|---|
| Total beneficial ownership | 445,427 shares after Aug 15, 2025 event |
| Vested vs unvested | Not itemized in proxy for Danker; periodic RSU vesting evidenced by Form 4 tax-withholding |
| Options (exercisable/unexercisable) | No options disclosed for Danker in 2025 proxy tables; executive option holdings shown for other NEOs only |
| Hedging/pledging | Prohibited by Insider Trading Policy; pledging and derivative hedges are not permitted |
| Clawback | Incentive Compensation Recoupment Policy applies to current/former executive officers for restatements |
Employment Terms
| Term | Detail |
|---|---|
| Employment start | Joined Instacart March 2021; CPO since July 2022 |
| Contract/offer letter | Not disclosed for Danker in 2025 proxy |
| Severance/CIC | Severance and CIC specifics disclosed for certain executives (CEO, CFO, GC) and participants in Severance Plan; Danker not listed among named participants in proxy |
| Non-compete/non-solicit | Not disclosed |
| Clawback/recoupment | Company-wide policy for executive incentive compensation |
| Hedging/pledging | Prohibited |
Performance & Track Record
- At Uber Eats, Danker oversaw product strategy and roadmap for the offering; prior senior product leadership at Meta (Video) and Shazam .
- Company outcomes during his tenure include FY 2024 revenue +11% YoY to $3,378 million and adjusted EBITDA +38% YoY to $885 million; orders +9% to 294.0 million and GTV +10% to $33,461 million; GAAP net income $457 million .
- CART 2024 pay-versus-performance shows cumulative TSR value of $122.91 on a $100 basis and 30-Day VWAP $42.82 .
Compensation Structure Analysis
- Instacart emphasizes equity-heavy pay with RSUs as the predominant vehicle; options are de-emphasized; double-trigger change-in-control protections are broadly used; tax gross-ups are not provided .
- No formal annual cash bonus plan for named executive officers in FY 2024; pay-for-performance alignment supported by long-term equity and recoupment policy .
Risk Indicators & Red Flags
- Insider selling: Danker executed modest open-market sales via a Rule 10b5-1 plan adopted Feb 28, 2025, totaling 10,037 shares on Jul 18, 2025; beneficial ownership remained 470,190 post-sale and 445,427 after Aug 15, 2025 tax withholding—indicative of continued substantial exposure rather than aggressive disposition .
- Hedging/pledging prohibited, reducing alignment risk from collateralization .
- Governance context: 2024 say-on-pay approval >99%, signaling broad shareholder support for executive pay framework .
Investment Implications
- Danker’s product leadership background (Uber Eats, Meta Video, Shazam) aligns with Instacart’s technology-led execution; operational metrics in 2024 show healthy growth and profitability expansion during his tenure .
- Ownership remains significant post-10b5-1 sales and RSU tax withholding, with hedging/pledging prohibited and recoupment policies in place—supporting alignment and mitigating adverse incentive structures .
- Absence of disclosed individual cash compensation and severance terms for Danker limits pay-for-performance precision, but company’s equity-heavy framework and strong FY 2024 outcomes reduce near-term retention risk signals; monitor future Form 4 activity and any disclosures in subsequent proxies for award structures and vesting cadence .