EX-10.10





 Exhibit 10.10 

October 23, 2020 
 Prabir Adarkar 

c/o DoorDash, Inc. 
 303 2nd Street, South Tower, 8th Floor 

San Francisco, California 94107 
 Re: Confirmatory Employment
Letter 
 Dear Prabir: 
 This letter
agreement (the “Agreement”) is entered into between Prabir Adarkar (“you”) and DoorDash, Inc. (the “Company” or “we”). This Agreement is effective as of the date you sign it, as indicated below. The purpose of
this Agreement is to confirm the current terms and conditions of your employment. 
 1. Position. Your position will continue to be
Chief Financial Officer, and you will continue to report to the Company’s Chief Executive Officer or to such other person as the Company subsequently may determine. This is a full-time position. You will perform the duties and have the
responsibilities and authority customarily performed and held by an employee in your position or as otherwise may be assigned or delegated to you by the Company. While you render services to the Company, you will not engage in any other employment,
consulting or other business activity (whether full-time or part-time) that would create a conflict of interest with the Company. By signing this Agreement, you reconfirm to the Company that you have no
contractual commitments or other legal obligations that would prohibit you from performing your duties for the Company. 
 2. Cash
Compensation. Your current annual base salary is $350,000, which will be payable, less applicable withholdings and deductions, in accordance with the Company’s normal payroll practices. Your annual base salary will be subject to review and
adjustment based upon the Company’s normal performance review practices. 
 3. Annual Bonus. You are eligible to earn an annual
cash bonus with a target value of $200,000, based on achieving performance objectives established by the Company’s Board of Directors or an authorized committee thereof (the “Committee”) in its sole discretion and payable upon
achievement of those objectives as determined by the Committee. If any portion of such bonus is earned, it will be paid when practicable after the Committee determines it has been earned, subject to you remaining employed with the Company through
the payment date. Your annual bonus opportunity will be subject to review and adjustment based upon the Company’s normal performance review practices. 

4. Equity Awards. You will be eligible to receive awards of stock options, restricted stock units or other equity awards pursuant to
any plans or arrangements the Company may have in effect from time to time. The Committee will determine in its discretion whether you will be granted any such equity awards and the terms of any such award in accordance with the terms of any
applicable plan or arrangement that may be in effect from time to time. 












 5. Employee Benefits. As a regular full time employee of the Company, you will
continue to be eligible to participate in Company-sponsored benefits in accordance with the terms of the Company’s policies and benefits plan. In addition, you will continue to be entitled to paid vacation in accordance with the Company’s
vacation policy, as in effect from time to time. Information regarding coverage, eligibility, and other information regarding these benefits is set forth in more detailed documents that are available from the Company. With the exception of the
Company’s at-will employment policy, discussed below, the Company may, from time to time, in its sole discretion, modify or eliminate its policies and/or benefits offered to employees. 

6. Severance. You will be eligible for the Company’s Executive Change in Control and Severance Plan (the “Severance
Plan”). Your Participation Agreement under the Severance Plan will specify the severance payments and benefits you would be eligible to receive in connection with certain terminations of your employment with the Company. These protections will
supersede all other severance payments and benefits you would otherwise currently be eligible for to, or would become eligible for in the future, under any plan, program or policy that the Company may have in effect from time to time. The Severance
Plan and your Participation Agreement are attached hereto as Exhibit A. 
 7. Proprietary Information and Inventions Agreement. As an
employee of the Company, you will continue to have access to certain confidential information of the Company and you may, during the course of your employment, develop certain information or inventions that will be the property of the Company. To
protect the interests of the Company, your acceptance of this Agreement confirms that the terms of the Company’s Proprietary Information and Inventions Agreement you previously signed with the Company (the “PIIA”) still apply. 

8. Employment Relationship. Employment with the Company will continue to be for no specific period of time. Your employment with the
Company will continue to be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded
by this Agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to
time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you). 

9. Alternative Dispute Resolution Agreement. If you did not opt out of the Company’s standard Arbitration Agreement previously,
you will continue to be subject to the terms thereof. 
 10. Protected Activity Not Prohibited. Nothing in this Agreement or in any
other agreement between you or the Company, as applicable, will in any way limit or prohibit you from engaging for a lawful purpose in any Protected Activity. For purposes of this Agreement, “Protected Activity” means filing a charge or
complaint, or otherwise communicating, cooperating, or participating with, any state, federal, or other governmental agency, including but not limited to the U.S. Securities and Exchange Commission, the Equal Employment Opportunity Commission, and
the National Labor Relations Board. Notwithstanding any restrictions set forth in this Agreement or in any other agreement between you or the Company, as applicable, you understand that you are not 

  
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required to obtain authorization from the Company prior to disclosing information to, or communicating with, such agencies, nor are you obligated to advise the Company as to any such disclosures
or communications. In making any such disclosures or communications, you agree to take all reasonable precautions to prevent any unauthorized use or disclosure of any information that may constitute confidential information (within the meaning of
the PIIA) to any parties other than the relevant government agencies. You further understand that “Protected Activity” does not include the disclosure of any Company attorney-client privileged communications, and that any such disclosure
without the Company’s written consent will constitute a material breach of this Agreement. You acknowledge that the Company has provided you with notice in compliance with the Defend Trade Secrets Act of 2016 regarding immunity from liability
for limited disclosures of trade secrets. The full text of the notice is attached in Exhibit B. 
 11. Miscellaneous. This Agreement,
along with the PIIA and the Severance Plan and Participation Agreement, and the Arbitration Agreement, constitute the entire agreement between you and the Company regarding the subject matters discussed herein, and they supersede all prior
negotiations, representations or agreements between you and the Company. This Agreement may only be modified by a written agreement signed by you and the Company’s Chief Executive Officer. 

To confirm the current terms and conditions of your employment, please sign and date in the spaces indicated and return this Agreement to the
Company. 
  

			
	Sincerely,
	
	DoorDash, Inc.
		
	By	 	 /s/ Tony Xu

	Tony Xu
	Chief Executive Officer


 I have read and understood this Agreement and hereby acknowledge, accept and agree to the terms as set
forth herein and further acknowledge that no other commitments were made to me as part of my employment offer except as specifically set forth herein. 
  

			
	By	 	 /s/ Prabir Adarkar

	Prabir Adarkar
	Date:	 	 11/9/2020



  
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 Exhibit A 

EXECUTIVE CHANGE IN CONTROL AND SEVERANCE PLAN AND 

PARTICIPATION AGREEMENT 












 DOORDASH, INC. 

EXECUTIVE CHANGE IN CONTROL AND SEVERANCE PLAN 

AND SUMMARY PLAN DESCRIPTION 

1. Introduction. The purpose of this DoorDash, Inc. Executive Change in Control and Severance Plan is to provide assurances of specified
benefits to certain employees of the Company whose employment is subject to being involuntarily terminated other than for death, Disability, or Cause or voluntarily terminated for Good Reason under the circumstances described in the Plan (as defined
below). This Plan is an “employee welfare benefit plan,” as defined in Section 3(1) of ERISA. This document constitutes both the written instrument under which the Plan is maintained and the required summary plan description for the
Plan. 
 2. Important Terms. The following words and phrases, when the initial letter of the term is capitalized, will have the
meanings set forth in this Section 2, unless a different meaning is plainly required by the context: 
 (a)
“Administrator” means the Company, acting through the Leadership Development, Inclusion and Compensation Committee or another duly constituted committee of members of the Board, or any person to whom the Administrator has delegated
any authority or responsibility with respect to the Plan pursuant to Section 11, but only to the extent of such delegation. 
 (b)
“Board” means the Board of Directors of the Company. 
 (c) “Cause” has the meaning set forth in the
Participant’s Participation Agreement or, in the absence of such definition being included therein, means, with respect to a Participant (1) conviction of, or a plea of “guilty” or “no contest” to a felony (other than a
driving offense related solely to driving in excess of the speed limit) under the laws of the United States or any state thereof, (2) intentional misappropriation of the assets of the Company or any of its subsidiaries, embezzlement,
misrepresentation, or other unlawful act committed by the Participant that results in harm to the Company or its subsidiaries, including financial or reputational, which harm shall be determined in the Company’s sole and reasonable discretion;
(3) the Participant’s intentional and willful refusal to perform material duties and obligations (for reasons other than death or Disability), which is not cured to the sole and reasonable satisfaction of the Company after the Company has
delivered a written demand for performance to the Participant that describes the basis for the Company’s belief that the Participant has committed such actions(s) and the Participant has not cured within a period of 30 days following notice),
and (4) the Participant’s failure or refusal to comply with the policies, standards and regulations established by the Company from time to time, which failure is not cured to the sole and reasonable satisfaction of the Company after the
Company has delivered a written demand for performance to the Participant that describes the basis for the Company’s belief that the Participant has committed such failure(s) and the Participant has not cured within a period of 30 days
following notice; or (5) the Participant’s violation of a federal or state law or regulation applicable to the business of the Company or its subsidiaries, or material violation of any offer letter or other agreement between you and the
Company or any of its subsidiaries that results in harm to the Company or its subsidiaries, including financial or reputational, which harm shall be determined in the Company’s sole and reasonable discretion. 












 (d) “Change in Control” means the occurrence of any of the following
events: 
 (i) Change in Ownership of the Company. A change in the ownership of the Company which occurs on the date that any
one person, or more than one person acting as a group (“Person”), acquires ownership of the stock of the Company that, together with the stock held by such Person, constitutes more than fifty percent (50%) of the total voting power
of the stock of the Company; provided, however, that for purposes of this subsection, the acquisition of additional stock by any one Person, who is considered to own more than fifty percent (50%) of the total voting power of the stock of the Company
will not be considered a Change in Control. Further, if the stockholders of the Company immediately before such change in ownership continue to retain immediately after the change in ownership, in substantially the same proportions as their
ownership of shares of the Company’s voting stock immediately prior to the change in ownership, direct or indirect beneficial ownership of fifty percent (50%) or more of the total voting power of the stock of the Company or of the ultimate
parent entity of the Company, such event will not be considered a Change in Control under this subsection (i). For this purpose, indirect beneficial ownership will include, without limitation, an interest resulting from ownership of the voting
securities of one or more corporations or other business entities which own the Company, as the case may be, either directly or through one or more subsidiary corporations or other business entities; or 

(ii) Change in Effective Control of the Company. A change in the effective control of the Company which occurs on the date that a
majority of members of the Board is replaced during any twelve (12) month period by Directors whose appointment or election is not endorsed by a majority of the members of the Board prior to the date of the appointment or election. For purposes
of this subsection (ii), if any Person is considered to be in effective control of the Company, the acquisition of additional control of the Company by the same Person will not be considered a Change in Control; or 

(iii) Change in Ownership of a Substantial Portion of the Company’s Assets. A change in the ownership of a substantial portion of
the Company’s assets which occurs on the date that any Person acquires (or has acquired during the twelve (12) month period ending on the date of the most recent acquisition by such Person) assets from the Company that have a total gross
fair market value equal to or more than fifty percent (50%) of the total gross fair market value of all of the assets of the Company immediately prior to such acquisition or acquisitions; provided, however, that for purposes of this subsection
(iii), the following will not constitute a change in the ownership of a substantial portion of the Company’s assets: (A) a transfer to an entity that is controlled by the Company’s stockholders immediately after the transfer, or
(B) a transfer of assets by the Company to: (1) a stockholder of the Company (immediately before the asset transfer) in exchange for or with respect to the Company’s stock, (2) an entity, fifty percent (50%) or more of the total
value or voting power of which is owned, directly or indirectly, by the Company, (3) a Person, that owns, directly or indirectly, fifty percent (50%) or more of the total value or voting power of all the outstanding stock of the Company, or
(4) an entity, at least fifty percent (50%) of the total value or voting power of which is owned, directly or indirectly, by a Person described in this subsection (iii)(B)(3). For purposes of this subsection (iii), gross fair market value means
the value of the assets of the Company, or the value of the assets being disposed of, determined without regard to any liabilities associated with such assets. 

  
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 For purposes of this definition, persons will be considered to be acting as a group if they
are owners of a corporation that enters into a merger, consolidation, purchase or acquisition of stock, or similar business transaction with the Company. 

Notwithstanding the foregoing, a transaction will not be deemed a Change in Control unless the transaction qualifies as a change in control
event within the meaning of Section 409A. 
 Further and for the avoidance of doubt, a transaction will not constitute a Change in
Control if: (x) its primary purpose is to change the jurisdiction of the Company’s incorporation, or (y) its primary purpose is to create a holding company that will be owned in substantially the same proportions by the persons who
held the Company’s securities immediately before such transaction. 
 (e) “Change in Control Period” means the time
period beginning on the date that is 3 months prior to a Change in Control and ending on the date that is 12 months following a Change in Control. 

(f) “CIC Qualifying Termination” means a termination of a Participant’s employment with the Company (or any parent or
subsidiary of the Company) within the Change in Control Period by (a) the Participant for Good Reason, or (b) the Company (or any parent or subsidiary of the Company) for a reason other than Cause, the Participant’s death or
Disability. 
 (g) “Code” means the Internal Revenue Code of 1986, as amended. 

(h) “Company” means DoorDash, Inc., a Delaware corporation, and any successor that assumes the obligations of the Company
under the Plan, by way of merger, acquisition, consolidation or other transaction. 
 (i) “Compensation Committee” means
the Compensation Committee of the Board. 
 (j) “Director” means a member of the Board who is not an employee of the
Company. Directors are not eligible for Severance Benefits. 
 (k) “Disability” means “Disability” as defined in
the Company’s long-term disability plan or policy then in effect with respect to that Participant, as such plan or policy may be in effect from time to time, and, if there is no such plan or policy, a total and permanent disability as defined
in Code Section 22(e)(3). 
 (l) “Exchange Act” means the U.S. Securities Exchange Act of 1934, as amended. 

(m) “Equity Awards” means a Participant’s outstanding stock options, stock appreciation rights, restricted stock,
restricted stock units, performance shares, performance stock units and any other Company equity compensation awards. 

  
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 (n) “ERISA” means the Employee Retirement Income Security Act of 1974, as
amended. 
 (o) “Good Reason” has the meaning set forth in the
Participant’s Participation Agreement or, in the absence of such definition being included therein, means the occurrence of one or more of the following (through a single action or series of actions), without the Participant’s written consent, with respect to Participant (1) a material reduction in combined annual base salary and target incentive cash compensation other than a one-time reduction of 15% or less that is applicable to substantially all other similarly-situated executives; (2) a material adverse change in title, authority, responsibilities or duties; (3) the
Company’s requirement of relocation of the Participant’s primary work location to a location that increases his or her one-way commute by more than 50 miles; or (4) a material breach by the
Company of any material written agreement with the Participant. For “Good Reason” to be established, Participant must provide written notice to the Company within 30 days immediately following such events, the Company must fail to remedy
such event within 30 days after receipt of such notice, and Participant’s resignation must be effective not later than 90 days after the expiration of such cure period. 

(p) “Non-CIC Qualifying Termination” means a termination of a Participant’s
employment with the Company (or any parent or subsidiary of the Company) other than within the Change in Control Period by the Company (or any parent or subsidiary of the Company) for a reason other than Cause, the Participant’s death or
Disability. 
 (q) “Participant” means an employee of the Company or of any subsidiary of the Company who (a) has been
designated by the Administrator to participate in the Plan by name and (b) has timely and properly executed and delivered a Participation Agreement to the Company. For the avoidance of doubt, no employee may participate in the Plan without
being designated to participate in the Plan. 
 (r) “Participation Agreement” means the individual agreement (as will be
provided in separate cover as Appendix A) provided by the Administrator to a Participant under the Plan, which has been signed and accepted by the Participant. 

(s) “Plan” means the DoorDash, Inc. Executive Change in Control and Severance Plan, as set forth in this document, and as
hereafter amended from time to time. 
 (t) “Section 409A Limit” means 2 times the lesser of:
(i) the Participant’s annualized compensation based upon the annual rate of pay paid to the Participant during the Participant’s taxable year preceding the Participant’s taxable year of the Participant’s termination of
employment as determined under, and with such adjustments as are set forth in, Treasury Regulation 1.409A-1(b)(9)(iii)(A)(1) and any Internal Revenue Service guidance issued with respect thereto; or
(ii) the maximum amount that may be taken into account under a qualified plan pursuant to Section 401(a)(17) of the Code for the year in which the Participant’s employment is terminated. 

(u) “Severance Benefits” means the compensation and other benefits that the Participant will be provided in the circumstances
described in Section 4. 
 (v) “Qualifying Termination” means a CIC Qualifying Termination or a Non-CIC Qualifying Termination, as applicable. 

  
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 3. Eligibility for Severance Benefits. A Participant is eligible for Severance
Benefits, as described in Section 4, only if he or she experiences an Qualifying Termination. A Director is not eligible for Severance Benefits. 

4. Qualifying Termination. Upon a Qualifying Termination, then, subject to the Participant’s compliance with Section 6, the
Participant will be eligible to receive the following Severance Benefits as described in Participant’s Participation Agreement, subject to the terms and conditions of the Plan and the Participant’s Participation Agreement: 

(a) Cash Severance Benefits. Cash severance equal to the amount set forth in the Participant’s Participation Agreement and payable
in cash at the time(s) specified the Participant’s Participation Agreement. 
 (b) Continued Medical Benefits. If the
Participant, and any spouse and/or dependents of the Participant (“Family Members”) has or have coverage on the date of the Participant’s Qualifying Termination under a group health plan sponsored by the Company, the total
applicable premium cost for continued group health plan coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) during the period of time following the Participant’s employment
termination, as set forth in the Participant’s Participation Agreement, regardless of whether the Participant elects COBRA continuation coverage for Participant and his Family Members (the “COBRA Severance”). The COBRA
Severance will be paid in a lump sum payment equal to, on an after-tax basis (in other words grossed-up to leave Participant in a tax neutral position vis-à -vis such payment), the monthly COBRA premium (on an after-tax basis) that the Participant would be required to pay to
continue the group health coverage in effect on the date of the Participant’s termination of employment (which amount will be based on the premium for the first month of COBRA coverage), multiplied by the number of months in the period of time
set forth in the Participant’s Participation Agreement following the termination. Furthermore, for any Participant who, due to non-U.S. local law considerations, is covered by a health plan that is not
subject to COBRA, the Company may (in its discretion) instead provide cash or continued coverage in a manner intended to replicate the benefits of this Section 4(b) and to comply with applicable local law considerations. 

(c) Equity Award Vesting Acceleration Benefit. If and to the extent specifically provided in the Participant’s Participation
Agreement, all or a portion of Participant’s Equity Awards will vest and, to the extent applicable, become immediately exercisable. 

5. Limitation on Payments. In the event that the severance and other benefits provided for in this Plan or otherwise payable to a
Participant (i) constitute “parachute payments” within the meaning of Section 280G of the Code (“280G Payments”), and (ii) but for this Section 5, would be subject to the excise tax imposed by
Section 4999 of the Code (the “Excise Tax”), then the 280G Payments will be either: 
 (x) delivered in full, or 

(y) delivered as to such lesser extent which would result in no portion of such benefits being subject to the Excise Tax, whichever of the
foregoing amounts, taking into account the applicable federal, state and local income taxes and the excise tax imposed by Section 4999, results in the receipt by Participant on an after-tax basis, of the
greatest amount of benefits, notwithstanding that all or some portion of such benefits may be taxable under Section 

  
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4999 of the Code. If a reduction in the 280G Payments is necessary so that no portion of such benefits are subject to the Excise Tax, reduction will occur in the following order:
(i) cancellation of awards granted “contingent on a change in ownership or control” (within the meaning of Code Section 280G); (ii) a pro rata reduction of (A) cash payments that are subject to Section 409A as deferred
compensation and (B) cash payments not subject to Section 409A of the Code; (iii) a pro rata reduction of (A) employee benefits that are subject to Section 409A as deferred compensation and (B) employee benefits not
subject to Section 409A; and (iv) a pro rata cancellation of (A) accelerated vesting equity awards that are subject to Section 409A as deferred compensation and (B) equity awards not subject to Section 409A. In the
event that acceleration of vesting of equity awards is to be cancelled, such acceleration of vesting will be cancelled in the reverse order of the date of grant of a Participant’s equity awards. 

Unless Participant and the Company otherwise agree in writing, any determination required under this Section 5 will be made in writing by the
Company’s independent public accountants immediately prior to the Change in Control or such other person or entity to which the parties mutually agree (the “Firm”), whose determination will be conclusive and binding upon
Participant and the Company. For purposes of making the calculations required by this Section 5 the Firm may make reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith interpretations
concerning the application of Sections 280G and 4999 of the Code. Participant and the Company will furnish to the Firm such information and documents as the Firm may reasonably request in order to make a determination under this Section 5. The
Company will bear all costs the Firm may incur in connection with any calculations contemplated by this Section 5. 
 6. Conditions
to Receipt of Severance. 
 (a) Release Agreement. As a condition to receiving the Severance Benefits, each Participant will be
required to sign and not revoke a separation and release of claims agreement in a form reasonably satisfactory to the Company (the “Release”). In all cases, the Release must become effective and irrevocable no later than the 60th
day following the Participant’s Qualifying Termination (the “Release Deadline Date”). If the Release does not become effective and irrevocable by the Release Deadline Date, the Participant will forfeit any right to the
Severance Benefits. In no event will the Severance Benefits be paid or provided until the Release becomes effective and irrevocable. 
 (b)
Confidential Information. A Participant’s receipt of Severance Benefits will be subject to the Participant continuing to comply with the terms of any confidentiality, proprietary information and inventions agreement and such other
appropriate agreement between the Participant and the Company. 
 (c) Non-Disparagement. As a
condition to receiving Severance Benefits under this Plan, the Participant agrees that following the Participant’s termination, the Participant will not knowingly and materially disparage, libel, slander, or otherwise make any materially
derogatory statements regarding the Company or any of its officers or directors. Notwithstanding the foregoing, nothing contained in the Plan will be deemed to restrict the Participant from providing information to any governmental or regulatory
agency or body (or in any way limit the content of any such information) to the extent the Participant is required to provide such information pursuant a subpoena or as otherwise required by applicable law or regulation, or in accordance with any
governmental investigation or audit relating to the Company. 

  
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 (d) Other Requirements. Severance Benefits under this Plan shall terminate
immediately for a Participant if such Participant, at any time, violates any such agreement and/or the provisions of this Section 6. 

7. Timing of Severance Benefits. Unless otherwise provided in a Participant’s Participation Agreement, provided that the Release
becomes effective and irrevocable by the Release Deadline Date and subject to Section 9, the Severance Benefits will be paid, or in the case of installments, will commence, on the first Company payroll date following the Release Deadline Date
(such payment date, the “Severance Start Date”), and any Severance Benefits otherwise payable to the Participant during the period immediately following the Participant’s termination of employment with the Company through the
Severance Start Date will be paid in a lump sum to the Participant on the Severance Start Date, with any remaining payments to be made as provided in this Plan and the Participant’s Participation Agreement. 

8. Exclusive Benefit. Except as otherwise specifically provided in Appendix A, the Severance Benefits shall be the exclusive
benefit for a Participant related to termination of employment with the Company (or any parent or subsidiary). 
 9. Section 409A.

 (a) Notwithstanding anything to the contrary in this Plan, no Severance Benefits to be paid or provided to a Participant, if any, under
this Plan that, when considered together with any other severance payments or separation benefits, are considered deferred compensation under Section 409A of the Code, and the final regulations and any guidance promulgated thereunder
(“Section 409A”) (together, the “Deferred Payments”) will be paid or provided until the Participant has a “separation from service” within the meaning of Section 409A. Similarly, no
Severance Benefits payable to a Participant, if any, under this Plan that otherwise would be exempt from Section 409A pursuant to Treasury Regulation Section 1.409A-1(b)(9) will be payable until the
Participant has a “separation from service” within the meaning of Section 409A. 
 (b) It is intended that none of the
Severance Benefits will constitute Deferred Payments but rather will be exempt from Section 409A as a payment that would fall within the “short-term deferral period” as described in Section (c) below or resulting from an
involuntary separation from service as described in Section (d) below. In no event will a Participant have discretion to determine the taxable year of payment of any Deferred Payment. 

(c) Notwithstanding anything to the contrary in this Plan, if a Participant is a “specified employee” within the meaning of
Section 409A at the time of the Participant’s separation from service (other than due to death), then the Deferred Payments, if any, that are payable within the first 6 months following the Participant’s separation from service, will
become payable on the date 6 months and 1 day following the date of the Participant’s separation from service. All subsequent Deferred Payments, if any, will be payable in accordance with the payment schedule applicable to each payment or
benefit. Notwithstanding anything herein to the contrary, in the event of the Participant’s death following the Participant’s separation from service, but before the 6 month anniversary of the separation from service, then any payments
delayed in 

  
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accordance with this paragraph will be payable in a lump sum as soon as administratively practicable after the date of the Participant’s death and all other Deferred Payments will be payable
in accordance with the payment schedule applicable to each payment or benefit. Each payment and benefit payable under this Plan is intended to constitute a separate payment under Section 1.409A-2(b)(2) of
the Treasury Regulations. 
 (d) Any amount paid under this Plan that satisfies the requirements of the “short-term deferral” rule
set forth in Section 1.409A-1(b)(4) of the Treasury Regulations will not constitute Deferred Payments for purposes of this Section 9. 

(e) Any amount paid under this Plan that qualifies as a payment made as a result of an involuntary separation from service pursuant to Section 1.409A-1(b)(9)(iii) of the Treasury Regulations that does not exceed the Section 409A Limit will not constitute Deferred Payments for purposes of this Section 9. 

(f) The foregoing provisions are intended to comply with or be exempt from the requirements of Section 409A so that none of the Severance
Benefits will be subject to the additional tax imposed under Section 409A, and any ambiguities herein will be interpreted to so comply or be exempt. Notwithstanding anything to the contrary in the Plan, including but not limited to Sections 11
and 13, the Company reserves the right to amend the Plan as it deems necessary or advisable, in its sole discretion and without the consent of the Participants, to comply with Section 409A or to avoid income recognition under Section 409A
prior to the actual payment of Severance Benefits or imposition of any additional tax. In no event will the Company reimburse a Participant for any taxes or other costs that may be imposed on the Participant as result of Section 409A. 

10. Withholdings. The Company will withhold from any Severance Benefits all applicable U.S. federal, state, local and non-U.S. taxes required to be withheld and any other required payroll deductions. 
 11.
Administration. The Company is the administrator of the Plan (within the meaning of section 3(16)(A) of ERISA). The Plan will be administered and interpreted by the Administrator (in his or her sole discretion). The Administrator is the
“named fiduciary” of the Plan for purposes of ERISA and will be subject to the fiduciary standards of ERISA when acting in such capacity. Any decision made or other action taken by the Administrator with respect to the Plan, and any
interpretation by the Administrator of any term or condition of the Plan, or any related document, will be conclusive and binding on all persons and be given the maximum possible deference allowed by law. In accordance with Section 2, the
Administrator (a) may, in its sole discretion and on such terms and conditions as it may provide, delegate in writing to one or more officers of the Company all or any portion of its authority or responsibility with respect to the Plan, and
(b) has the authority to act for the Company (in a non-fiduciary capacity) as to any matter pertaining to the Plan; provided, however, that any Plan amendment or termination or any other action
that reasonably could be expected to increase materially the cost of the Plan must be approved by the Board. 
 12. Eligibility to
Participate. To the extent that the Administrator has delegated administrative authority or responsibility to one or more officers of the Company in accordance with Sections 2 and 11, each such officer will not be excluded from participating in
the Plan if otherwise eligible, but he or she is not entitled to act upon or make determinations regarding any matters pertaining specifically to his or her own benefit or eligibility under the Plan. The Administrator will act upon and make
determinations regarding any matters pertaining specifically to the benefit or eligibility of each such officer under the Plan. 

  
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 13. Amendment or Termination. The Company, by action of the Administrator, reserves
the right to amend or terminate the Plan at any time, without advance notice to any Participant and without regard to the effect of the amendment or termination on any Participant or on any other individual, subject to the following; provided,
however, that any amendment or termination of the Plan that is materially detrimental to a Participant prior to such amendment or termination of the Plan will not be effective with respect to such Participant without such Participant’s prior
written consent. Any amendment or termination of the Plan will be in writing. Notwithstanding the foregoing, any amendment to the Plan that (a) causes an individual to cease to be a Participant, or (b) reduces or alters to the detriment of
the Participant the Severance Benefits potentially payable to that Participant (including, without limitation, imposing additional conditions or modifying the timing of payment), will not be effective without that Participant’s written consent.
Any action of the Company in amending or terminating the Plan will be taken in a non-fiduciary capacity. 

14. Claims and Appeals. 

(a) Claims Procedure. Any employee or other person who believes he or she is entitled to any Severance Benefits may submit a claim in
writing to the Administrator within 90 days of the earlier of (i) the date the claimant learned the amount of his or her Severance Benefits or (ii) the date the claimant learned that he or she will not be entitled to any Severance
Benefits. If the claim is denied (in full or in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Plan on which the denial is based. The notice also will
describe any additional information needed to support the claim and the Plan’s procedures for appealing the denial. The denial notice will be provided within 90 days after the claim is received. If special circumstances require an extension of
time (up to 90 days), written notice of the extension will be given within the initial 90 day period. This notice of extension will indicate the special circumstances requiring the extension of time and the date by which the Administrator expects to
render its decision on the claim. 
 (b) Appeal Procedure. If the claimant’s claim is denied, the claimant (or his or her
authorized representative) may apply in writing to the Administrator for a review of the decision denying the claim. Review must be requested within 60 days following the date the claimant received the written notice of their claim denial or else
the claimant loses the right to review. The claimant (or representative) then has the right to review and obtain copies of all documents and other information relevant to the claim, upon request and at no charge, and to submit issues and comments in
writing. The Administrator will provide written notice of its decision on review within 60 days after it receives a review request. If additional time (up to 60 days) is needed to review the request, the claimant (or representative) will be given
written notice of the reason for the delay. This notice of extension will indicate the special circumstances requiring the extension of time and the date by which the Administrator expects to render its decision. If the claim is denied (in full or
in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Plan on which the denial is based. The notice also will include a statement that the claimant will be
provided, upon request and free of charge, reasonable access to, and copies of, all documents and other information relevant to the claim and a statement regarding the claimant’s right to bring an action under Section 502(a) of ERISA. 


  
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 15. Attorneys’ Fees. The parties shall each bear their own
expenses, legal fees and other fees incurred in connection with this Plan. 
 16. Source of Payments. All payments under the Plan
will be paid from the general funds of the Company; no separate fund will be established under the Plan, and the Plan will have no assets. No right of any person to receive any payment under the Plan will be any greater than the right of any other
general unsecured creditor of the Company. 
 17. Inalienability. In no event may any current or former employee of the Company or
any of its subsidiaries or affiliates sell, transfer, anticipate, assign or otherwise dispose of any right or interest under the Plan. At no time will any such right or interest be subject to the claims of creditors nor liable to attachment,
execution or other legal process. 
 18. No Enlargement of Employment Rights. Neither the establishment or maintenance or amendment
of the Plan, nor the making of any benefit payment hereunder, will be construed to confer upon any individual any right to continue to be an employee of the Company. The Company expressly reserves the right to discharge any of its employees at any
time, with or without cause. However, as described in the Plan, a Participant may be entitled to Severance Benefits depending upon the circumstances of his or her termination of employment. 

19. Successors. Any successor to the Company of all or substantially all of the Company’s business and/or assets (whether direct
or indirect and whether by purchase, merger, consolidation, liquidation or other transaction) will assume the obligations under the Plan and agree expressly to perform the obligations under the Plan in the same manner and to the same extent as the
Company would be required to perform such obligations in the absence of a succession. For all purposes under the Plan, the term “Company” will include any successor to the Company’s business and/or assets which become bound by the
terms of the Plan by operation of law, or otherwise. 
 20. Applicable Law. The provisions of the Plan will be construed,
administered and enforced in accordance with ERISA and, to the extent applicable, the internal substantive laws of the state of California (but not its conflict of laws provisions). 

21. Severability. If any provision of the Plan is held invalid or unenforceable, its invalidity or unenforceability will not affect any
other provision of the Plan, and the Plan will be construed and enforced as if such provision had not been included. 
 22. Headings.
Headings in this Plan document are for purposes of reference only and will not limit or otherwise affect the meaning hereof. 
 23.
Indemnification. The Company hereby agrees to indemnify and hold harmless the officers and employees of the Company, and the members of its Board, from all losses, claims, costs or other liabilities arising from their acts or omissions in
connection with the administration, amendment or termination of the Plan, to the maximum extent permitted by applicable law. This indemnity will cover all such liabilities, including judgments, settlements and costs of defense. The Company will
provide this indemnity from its own funds to the extent that insurance does not cover such liabilities. This indemnity is in addition to and not in lieu of any other indemnity provided to such person by the Company. 

  
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 24. Additional Information. 

 

			
	   Plan Name:
	  	DoorDash, Inc. Executive Change in Control and Severance Plan
		
	   Plan Sponsor:
	  	 DoorDash, Inc.
 303 2ND STREET, 8th Floor South Tower
 SAN FRANCISCO CA
94107

		
	   Identification Numbers:
	  	 EIN:
 PLAN:

		
	   Plan Year:
	  	Company’s fiscal year
		
	   Plan Administrator:
	  	 DoorDash, Inc.
 Attention:
Administrator of the DoorDash, Inc.
 Executive Change in Control and Severance Plan

303 2ND STREET, 8th Floor South Tower

SAN FRANCISCO CA 94107

		
	   Agent for Service of

  Legal Process:
	  	 DoorDash, Inc. 
 Attention:
General Counsel
 302 2ND STREET, 8th Floor South
Tower
 SAN FRANCISCO CA 94107

		
		  	Service of process also may be made upon the Administrator.
		
	   Type of Plan
	  	Severance Plan/Employee Welfare Benefit Plan
		
	   Plan Costs
	  	The cost of the Plan is paid by the Company.

 25. Statement of ERISA Rights. 

As a Participant under the Plan, you have certain rights and protections under ERISA: 

You may examine (without charge) all Plan documents, including any amendments and copies of all documents filed with the U.S. Department of
Labor. These documents are available for your review in the Company’s People Team. 
 You may obtain copies of all Plan documents and
other Plan information upon written request to the Administrator. A reasonable charge may be made for such copies. 
 In addition to
creating rights for Participants, ERISA imposes duties upon the people who are responsible for the operation of the Plan. The people who operate the Plan (called “

  
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fiduciaries”) have a duty to do so prudently and in the interests of you and the other Participants. No one, including the Company or any other person, may fire you or otherwise discriminate
against you in any way to prevent you from obtaining a benefit under the Plan or exercising your rights under ERISA. If your claim for a severance benefit is denied, in whole or in part, you must receive a written explanation of the reason for the
denial. You have the right to have the denial of your claim reviewed. (The claim review procedure is explained in Section 14 above.) 

Under ERISA, there are steps you can take to enforce the above rights. For example, if you request materials and do not receive them within 30
days, you may file suit in a federal court. In such a case, the court may require the Administrator to provide the materials and to pay you up to $110 a day until you receive the materials, unless the materials were not sent due to reasons beyond
the control of the Administrator. If you have a claim which is denied or ignored, in whole or in part, you may file suit in a federal court. If it should happen that you are discriminated against for asserting your rights, you may seek assistance
from the U.S. Department of Labor, or you may file suit in a federal court. 
 In any case, the court will decide who will pay court costs
and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds that your claim is frivolous. 

If you have any questions regarding the Plan, please contact the Administrator. If you have any questions about this statement or about your
rights under ERISA, you may contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed in your telephone directory, or the Division of
Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W. Washington, D.C. 20210. You also may obtain certain publications about your rights and responsibilities under
ERISA by calling the publications hotline of the Employee Benefits Security Administration. 
 o 0 o 

  
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 Appendix A 

DoorDash, Inc. Executive Change in Control and Severance Plan 

Participation Agreement 
 DoorDash, Inc.
(the “Company”) is pleased to inform you, that you have been selected to participate in the Company’s Executive Change in Control and Severance Plan (the “Plan”) as a Participant. 

A copy of the Plan was delivered to you with this Participation Agreement. Your participation in the Plan is subject to all of the terms and conditions of the
Plan. The capitalized terms used but not defined herein will have the meanings ascribed to them in the Plan. 
 In order to actually become a participant in
the Plan, you must complete and sign this Participation Agreement and return it to Jordan Frank no later than October 26, 2020. 
 The Plan describes
in detail certain circumstances under which you may become eligible for Severance Benefits. As described more fully in the Plan, you may become eligible for certain Severance Benefits if you experience a Qualifying Termination. 

1. Non-CIC Qualifying Termination. Upon your Non-CIC
Qualifying Termination, subject to the terms and conditions of the Plan, you will receive: 
 (a) Cash Severance Benefits. Continuing
payments for a period of 12 months of your base salary (less applicable withholding taxes). 
 (b) Continued Medical Benefits. A lump
sum payment equal to, on an after-tax basis, the cost of continued health coverage under COBRA, as described in Section 4(b) of the Plan, multiplied by 12 months. 

2. CIC Qualifying Termination. Upon your CIC Qualifying Termination, subject to the terms and conditions of the Plan, you will receive:

 (a) Cash Severance Benefits. A lump sum payment equal to 12 months of your base salary (less applicable withholding taxes). 

(b) Continued Medical Benefits. A lump sum payment equal to, on an after-tax basis, the cost of
continued health coverage under COBRA, as described in Section 4(b) of the Plan, multiplied by 12 months. 
 (c) Equity Award
Vesting Acceleration. 100% of your then-outstanding and unvested Equity Awards will become vested in full and, to the extent applicable, become immediately exercisable (it being understood that forfeiture of any equity awards due to termination
of employment will be tolled to the extent necessary to implement this section (c)). If, however, an outstanding Equity Award is to vest and/or the amount of the award to vest is to be determined based on the achievement of performance criteria,
then the Equity Award will vest as to 100% of the amount of the Equity Award assuming the performance criteria had been achieved at target levels for the relevant performance period(s). 












 3. Non-Duplication of Payment or Benefits. If
(a) your Qualifying Termination occurs prior to a Change in Control that qualifies you for Severance Benefits under Section 1 of this Participation Agreement and (b) a Change in Control occurs within the
3-month period following your Qualifying Termination that qualifies you for the superior Severance Benefits under Section 2 of this Participation Agreement, then (i) you will cease receiving any
further payments or benefits under Section 1 of this Participation Agreement and (ii) the Cash Severance Benefits, Continued Medical Benefits, and Equity Award Vesting Acceleration, as applicable, otherwise payable under Section 2 of
this Participation Agreement each will be offset by the corresponding payments or benefits you already received under Section 1 of this Participation Agreement in connection your Qualifying Termination (if any). 

4. Exclusive Benefit. In accordance with Section 8 of the Plan, the benefits, if any, provided under this Plan will be the
exclusive benefits for a Participant related to his or her termination of employment with the Company and/or a change in control of the Company and will supersede and replace any severance and/or change in control benefits set forth in any offer
letter, employment or severance agreement and/or other agreement between the Participant and the Company, including any equity award agreement. For the avoidance of doubt, if a Participant was otherwise eligible to participate in any other Company
severance and/or change in control plan (whether or not subject to ERISA), then participation in this Plan will supersede and replace eligibility in such other plan. Notwithstanding the foregoing, any provision in your existing offer letter,
employment agreement, and/or equity award agreement with the Company that provides for vesting of your restricted stock units upon satisfaction of the “Liquidity Event Requirement” (as defined in the letter and/or agreement), or such other
similar term as set forth therein, will not be superseded by the Plan or the Participation Agreement, and will continue in full force and effect pursuant to its existing terms. Further, and for purposes of clarity, with respect to any Company stock
options granted to you prior to the date of this Participation Agreement, any provision in your option agreement or other contract with the Company in effect as of the date of this Participation Agreement that provides for an extended exercise
period for such Company stock options following your termination of employment or service with the Company will not be superseded by signing this Participation Agreement. 

In order to receive any Severance Benefits for which you otherwise become eligible under the Plan, you must sign and deliver to the Company the Release, which
must have become effective and irrevocable within the requisite period, and otherwise comply with the requirements under Section 6 of the Plan. 
 By
your signature below, you and the Company agree that your participation in the Plan is governed by this Participation Agreement and the provisions of the Plan. Your signature below confirms that: (1) you have received a copy of the Executive
Change in Control and Severance Plan and Summary Plan Description; (2) you have carefully read this Participation Agreement and the Executive Change in Control and Severance Plan and Summary Plan Description and you acknowledge and agree to its
terms in accordance with the terms of the Plan and this Participation Agreement; and (3) decisions and determinations by the Administrator under the Plan will be final and binding on you and your successors. 

[Signature page follows] 

  
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	DOORDASH, INC	 		 	PARTICIPANT
			
	 /s/ Tony Xu
	 		 	 /s/ Prabir Adarkar

	Signature	 		 	Signature
			
	 Tony Xu
	 		 	 Prabir Adarkar

	Name	 		 	Name
			
	 CEO
	 		 	 11/9/2020

	Title	 		 	Date

 Attachment: DoorDash, Inc. Executive Change in Control and Severance Plan and Summary Plan Description 

[Signature page to the Participation Agreement] 

  
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 Exhibit B 

SECTION 7 OF THE DEFEND TRADE SECRETS ACT OF 2016 

“ . . . An individual shall not be held criminally or civilly liable under any Federal or State trade secret law for the disclosure of a
trade secret that—(A) is made—(i) in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation
of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. . . . An individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law
may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual—(A) files any document containing the trade secret under seal; and (B) does not disclose the
trade secret, except pursuant to court order.”