Ravi Inukonda

About Ravi Inukonda

Ravi Inukonda, 48, has served as DoorDash’s Chief Financial Officer since March 2023 after joining in November 2018 as Vice President of Finance and Strategy. He holds a B.E. in Chemical Engineering (BITS Pilani), an M.S. in Computer Science (Clemson), and an M.B.A. from MIT Sloan . During 2024, DoorDash delivered 24% revenue growth to $10.7B, Adjusted EBITDA of $1.9B (up from $1.2B in 2023), free cash flow of $1.8B, and its first full year of positive GAAP net income ($123M); year-end stock price was $168 and the 2024 value of a $100 initial TSR investment ended at $89 .

Past Roles

Organization	Role	Years	Strategic Impact
DoorDash	VP Finance & Strategy	Nov 2018 – Mar 2023	Senior finance leadership pre-CFO, supporting scaling and capital allocation
Uber Eats	Head of Finance	Nov 2015 – Nov 2018	Led finance for Uber’s food delivery business during hypergrowth phase
Accel‑KKR	Vice President	Sep 2014 – Oct 2015	Private equity investing in technology businesses
Battery Ventures	Vice President	Not disclosed	Growth/venture investing experience
Goldman Sachs (Investment Banking)	Vice President/Analyst	Not disclosed	TMT banking experience and transaction execution

External Roles

No public company directorships or external board roles were disclosed for Mr. Inukonda in the 2025 DEF 14A .

Fixed Compensation

Year	Base Salary ($)	Target Bonus %	Actual Cash Bonus ($)	Notes
2024	350,000	Not applicable (no NEO cash bonus program)	0	DoorDash has not provided cash bonuses or other short-term incentives to NEOs since 2021

Perquisites and other compensation (2024):

All other compensation total: $74,181, including $35,500 of personal security assessments, tax gross-ups of $137 (meal benefit) and $31,544 (security services), plus 401(k) match .

Performance Compensation

Time-based RSU program (no annual cash incentive; CEO has separate performance award not applicable to CFO) .

Grants of plan-based awards in 2024 (CFO):

Grant Date	Board Action Date	Award Type	Units Granted	Grant Date Fair Value ($)	Vesting
5/6/2024	4/26/2024	RSU	78,589	9,241,281	1/16 on 5/20/2024; remaining 15 equal quarterly installments, continued service required

Outstanding equity as of 12/31/2024 (CFO):

Grant Date	Instrument	Unvested Units	Market Value at $167.75 ($)	Vesting Schedule
4/20/2021	RSU	562	94,276	1/8 on 8/20/2021; then 14 equal quarterly installments
4/20/2022	RSU	69,791	11,707,440	1/16 on 2/20/2023; then quarterly
4/20/2023	RSU	115,779	19,421,927	1/16 on 5/20/2023; then quarterly
5/6/2024	RSU	63,854	10,711,509	1/16 on 5/20/2024; then quarterly

Options:

Grant Date	Options Exercisable	Exercise Price ($)	Expiration	Status
12/18/2018	21,800	7.66	12/17/2028	Fully vested/exercisable

2024 equity realizations (liquidity exposure):

2024 Activity	Shares	Value ($)
Options exercised	13,060	1,527,367
RSUs vested	104,982	14,212,323

Performance metric design:

CFO and other NEO compensation emphasizes long-dated, time-based RSUs; no annual cash bonus metrics are disclosed for NEOs. The company identifies Year End Stock Price as the most important performance measure linking compensation actually paid to performance in 2024; CEO has a separate stock price–based performance RSU award from 2020 (not applicable to CFO) .

Equity Ownership & Alignment

Item	Detail
Beneficial ownership	149,247 Class A shares; includes 20,200 options exercisable within 60 days of March 1, 2025; <1% ownership
Vested vs. unvested	Unvested RSUs totaling 249,986 units across 2021–2024 grants with aggregate market value shown above as of 12/31/2024
Insider trading policies	Hedging and pledging of company stock prohibited for officers; pre-clearance and blackout procedures in place
Ownership guidelines	Director stock ownership guidelines disclosed; no executive officer ownership guideline disclosure noted

Vesting overhang and potential selling pressure:

Quarterly vesting on 2022–2024 RSU awards implies ongoing share deliveries each quarter through respective schedules, which may create periodic supply; actual sales depend on personal decisions and Rule 10b5‑1 plans (not disclosed here) .

Employment Terms

Executive Change in Control and Severance Plan (amended January 2024 to add 12 months equity acceleration for non‑CIC terminations) .

Key terms for CFO:

Termination without cause (outside CIC period): 12 months base salary; lump-sum COBRA premium gross-up for 12 months; 12 months’ acceleration of time-based RSUs, subject to release .
Double-trigger (CIC + qualifying termination within 3 months before/12 months after CIC): Lump sum equal to 12 months base salary; lump-sum COBRA premium gross-up for 12 months; 100% acceleration of all equity (performance awards at 100% of target; CEO’s 2020 award excluded from this provision) .

Estimated payouts as of 12/31/2024:

Scenario	Severance ($)	COBRA Gross-up ($)	Equity Acceleration ($)	Total ($)
Termination without cause	350,000	21,355	17,875,608	18,246,963
CIC + qualifying termination	350,000	21,355	41,935,152	42,306,506

Clawback; hedging/pledging:

Clawback policy compliant with Rule 10D‑1 (recovers incentive‑based compensation in event of material restatements for the prior three completed fiscal years) .
Hedging and pledging prohibited for officers; no excise tax gross‑ups on parachute payments (best‑net cutback applies) .

Performance & Track Record

CFO tenure began March 2023; 2024 delivered DoorDash’s first full year of positive GAAP net income ($123M), revenue of $10.7B (+24% Y/Y), and Adjusted EBITDA of $1.9B (vs. $1.2B in 2023) amid continued order and GOV growth; year-end stock price was $168 .
Say‑on‑pay approval exceeded 96% at the 2024 annual meeting, reflecting investor support for the pay program design emphasizing long-term equity .

Compensation Structure Analysis

High equity, low cash: Base salary below peer median; no annual cash bonus for NEOs since 2021; 2024 pay delivered predominantly via time‑based RSUs (CFO $9.24M May 2024 RSU) .
Absence of short‑term operating metrics for annual pay: No disclosed annual performance metrics (e.g., revenue/EBITDA/TSR) tied to CFO’s 2024 compensation; primary linkage is stock price via equity value and vesting tenure .
Retention: 16‑quarter vesting across successive annual grants plus severance protections (12‑month RSU acceleration on non‑CIC termination; full acceleration on double trigger) support retention through multi‑year cycles .
Governance: Clawback in place; hedging/pledging prohibited; no pension/SERP; no excise tax gross‑ups .

Investment Implications

Alignment and retention: A high share of at‑risk, long‑dated RSUs and robust double‑trigger acceleration align the CFO with long‑term equity value and reduce near‑term departure risk; non‑CIC term includes 12 months RSU acceleration, further mitigating retention risk during transitions .
Selling pressure monitor: Approximately 250k unvested RSUs at 12/31/2024 vest quarterly across 2025–2028 schedules; combined with 2024 vesting (≈105k shares), this cadence can create periodic supply; monitor Form 4 filings/10b5‑1 plans into vest dates .
Pay‑for‑performance nuance: Lack of disclosed annual performance metrics for NEOs places emphasis on stock price and tenure rather than operating KPIs; investors may prefer explicit KPI‑linked PSUs over solely time‑based RSUs for tighter performance alignment .
Governance positives: Strong say‑on‑pay support (96%+) and robust clawback/hedging/pledging policies support compensation governance quality .