Sr. Analyst Workforce Strategy and Planning

About Wolt

At Wolt, we create technology that brings joy, simplicity and earnings to the neighborhoods of the world. In 2014 we started with delivery of restaurant food. Now we’re building the delivery of (almost) everything and you’ll find us in over 500 cities in 30 countries around the world. In 2022 we joined forces with Door Dash and together we keep on dreaming big and expanding across the globe.
Working at Wolt isn’t always easy, but it’s definitely exciting. Here you’ll learn more, build more, and ship more than in most other companies. You’ll be challenged a lot, but also have a lot of fun on the way. So, if you’re a self-starter with drive and entrepreneurial spirit, this could be the ride of your life.

The Workforce Planning & Intelligence team helps Door Dash plan and fund Talent Acquisition capacity in a way that is analytically rigorous, operationally practical, and aligned to company commitments. We sit at the intersection of TA, Finance, and cross-functional G&A leaders globally, translating hiring demand into resourcing plans and operating decisions. We’re a small, fast-paced team in a growing global organization, and our work has immediate, measurable impact on both business performance and financial outcomes.

As a Senior Analyst, Workforce Strategy & Planning, you will own core elements of global TA capacity planning—forecasting supply and demand, diagnosing funnel performance, and translating long-range hiring plans into resourcing requirements up to 24 months out. You’ll operate within a monthly planning rhythm, with two larger long-range planning cycles each year, and you will partner closely with Director+ leaders across TA, Finance, and other G&A functions to ensure plans are fundable, executable, and aligned to commitments.

This role is equal parts modeling and influence. You will build clean, auditable planning models and dashboards (primarily in Google Sheets and Sigma), but your differentiator will be converting analysis into simple narratives and clear recommendations that drive decisions. You’ll also help evolve how TA does resource planning—improving assumptions, operating rhythms, definitions, governance, and the linkage between efficiency and quality outcomes (retention and performance).

• Own and evolve monthly TA capacity planning: translate hiring demand into recruiter and TA operations capacity, identify gaps, and recommend actions to close them.
• Build and maintain 24-month forecasts, scenario models, and sensitivity analyses that connect hiring plans, funnel conversion, productivity, and time-to-fill into resourcing requirements.
• Produce leadership-ready readouts for Director+ stakeholders across TA, Finance, and G&A—clarifying assumptions, risks, and tradeoffs so decisions happen quickly.
• Be the bridge between TA and Finance: align on inputs and definitions, explain drivers of variance, support funding decisions, and ensure plans meet financial commitments.
• Diagnose recruiting funnel and production performance, proactively flagging issues and identifying specific operational levers (process, staffing mix, prioritization, routing, tooling).
• Embed “quality” into planning: incorporate downstream outcomes such as 90-day and 1-year retention and performance signals into capacity discussions and strategy.
• Drive operational strategy improvements: partner with TA Ops and leaders to redesign how resource planning is done (governance, operating rhythm, metrics, and decision frameworks).
• Use modern analytics workflows, including AI-enabled analysis, to accelerate insight generation, automate repeatable work, and raise the team’s leverage.

• You have 5+ years of experience in analytics, planning, strategy, or an operations-focused role where you owned recurring business-critical deliverables.
• You are an expert modeler in spreadsheets (Google Sheets/Excel): you build structured, auditable, scalable models and are fast, precise, and quality-oriented.
• You can build clear dashboards and analysis in modern BI tools (Sigma or similar), and you know how to define metrics so leaders trust what…