Tia Sherringham

About Tia Sherringham

Tia Sherringham is DoorDash’s General Counsel and Secretary; age 43 as of April 25, 2025. She joined DoorDash in January 2017 (Assistant General Counsel), was promoted to VP, Head of Legal in August 2018, and has served as General Counsel and Secretary since January 2022 . Company performance under current leadership includes 2024 revenue growth of 24% to $10.7B, first full year of positive GAAP net income of $123M, Adjusted EBITDA of $1.9B, and free cash flow of $1.8B . For pay-versus-performance disclosure, DoorDash identified Year End Stock Price as the most important measure linking compensation to performance in 2024 .

Past Roles

External Roles

No external public company board roles are disclosed in DoorDash’s executive officer biographies .

Fixed Compensation

2024 perquisites and other compensation (disclosed items):

• Meal benefit tax gross-up: $147
• Personal security services: $69,685
• Security-related tax gross-ups: $81,588
• 401(k) matching included (amount not separately disclosed)
• Total “All Other Compensation” for 2024: $158,420

Performance Compensation

2024 RSU award and vesting:

Prior RSU vesting schedules affecting ongoing delivery:

• 2023 grants vest 1/16 at May 20, 2023, then quarterly thereafter .
• 2022 grants include quarterly vesting with 40/30/20/10% weighting by year, first quarterly vest on May 20, 2022, plus standard quarterly schedules .
• 2021 grant vesting 1/8 at Aug 20, 2021, then 14 equal quarterly installments .

Company performance metric linkage (Pay vs. Performance):

2024 realized value from vesting (liquidity cadence signal):

Equity Ownership & Alignment

Beneficial ownership (as of March 1, 2025):

Outstanding unvested RSUs and market value (as of Dec 31, 2024; market price $167.75):

Options:

• Options exercisable: 1,250 at $7.16 strike, fully vested and immediately exercisable .

Policies indicating alignment:

• Hedging and pledging of DoorDash stock are prohibited by policy .
• Clawback policy applies to incentive-based compensation received by officers within the 3 preceding fiscal years if an accounting restatement is required, with recovery of Excess Compensation determined by independent directors .

Insider trading plan (potential selling pressure):

• On March 7, 2025, Sherringham adopted a Rule 10b5-1 trading plan to sell up to 56,056 shares, with duration until May 31, 2026 (net of shares withheld for taxes upon RSU vesting/settlement) .

Employment Terms

• Employment letter: at-will; no fixed term .
• Executive Severance Plan (amended January 2024 to enhance equity acceleration outside change-in-control): if involuntarily terminated without cause outside CIC, 12 months salary continuation, COBRA gross-up, and 12 months of accelerated vesting for time-based RSUs . Double-trigger treatment in CIC period: lump-sum 12 months salary, COBRA gross-up, and 100% accelerated vesting of equity awards (performance RSUs at target; CEO award exception) .

Potential payments for Tia Sherringham (effective Dec 31, 2024):

Other governance and cost items:

• No excise tax gross-ups upon change in control; payments cut back or paid in full based on better after-tax outcome .
• Say-on-Pay support: 2025 vote approved with 790,838,640 For vs 35,360,518 Against (broker non-votes 24,332,274) ; 2024 say-on-pay approval exceeded 96% of votes cast (excluding broker non-votes) .
• Compensation consultant independence (Semler Brossy) affirmed by the Compensation Committee .

Investment Implications

• Strong alignment via equity: No annual cash bonus, heavy RSU mix, and policy bans on hedging/pledging support alignment with long-term shareholder value creation; company-selected pay-performance measure is Year End Stock Price .
• Material unvested equity and quarterly vesting cadence indicate ongoing retention hooks but also predictable supply from vesting; Sherringham’s Rule 10b5-1 plan to sell up to 56,056 shares through May 31, 2026 signals controlled liquidity, typically net of tax withholding .
• Severance framework is shareholder-friendly on CIC (double-trigger; no excise tax gross-ups), but outside CIC includes 12 months of RSU acceleration, which represents significant value given current unvested holdings and could be viewed as a retention lever .
• 2024 pay structure and high say-on-pay support reduce governance overhang; perquisite tax gross-ups tied to personal security are disclosed and may attract scrutiny but are framed as necessary for executive safety .
• Company fundamentals (24% revenue growth, first full-year GAAP profitability, FCF $1.8B) enhance the value of time-based equity awards and, by inference, the executive team’s pay-for-performance narrative despite lack of metric-based annual bonuses .