Tony Xu
Analyst · Lloyd Walmsley from UBS. Your line is open
Yes. I think the only other thing I'd add before I take the question, Lloyd on hiring is just, I think it's important to realize, especially when you're talking about the immense opportunity in something like convenience or grocery, which is a hundreds of billions of dollars more than a trillion-dollar opportunity globally. It's a very long runway in terms of how we think about this. To be -- Canada was very impressed by how our teams were able to do all the things that Prabir said and on top of that build a new catalog that is item based, that has tens of thousands, hundreds of thousands of items per store instead of hundreds of items inside of a restaurant and we rebuilt search into an item based experience first before a store based experience. I mean there's a lot of things that the team built and they were able in parallel to move the unit economics. And I think it's just -- it's a huge testament to the team in terms of the work that they did in both moving at the top and the bottom line of building a better product that customers would be using over, and again, and then also making moves on the profitability front. On hiring, I guess the first thing I would say is, you've got to be careful with what you read because it's probably either not in context or just not accurate. We're hiring at actually still very aggressive rates, multiples in fact of what I believe has been reported. But in general, let me talk a little bit about hiring maybe in the context of just our investment philosophy because it's very similar. If you look at the history of DoorDash or how perhaps sort of where we came from and maybe how we have enabled this continuous efficient process of inventing and in a disciplined way of scaling the business. It really came from the fact that we had a lot of constraints early on in the business. I mean, for the first six to 6.5 years of the business, we had a fraction of the financing of some of our peers. And so there is no ability to hire huge teams or spend a lot on marketing spend anything on discounts or subsidies. We had to invent and win by building a superior product, gain profitability in the right way is not by doing unnatural things that hurt the customer experience but by doing the things that would increase selection, that would improve the service quality of our deliveries, that would offer more value in the form of DashPass and other programs and improve our customer support. And all of these things is what led us to have industry-leading retention, which has yielded I think some of the numbers that we've shown in the shareholder letter, all-time highs and our monthly active users even as thankfully customers are now finally returning back inside restaurants. All-time highs and our DashPass subscriber base, all-time highs in our order frequency across cohorts. So building the best product as well as gaining efficiencies from operations and the scale economies from marketing, that's really how the business has been built. Now when I apply that same investment philosophy towards something like hiring, it can't just be -- to hire aggressively, it has to also be to invest in systems of how we can reapply systems that we've built for one category and make that a lot, give us leverage into categories, B, C, D, E or F. And all of these ways of how we actually architect a system designed towards building the best customer experience and having the most efficient P&L.