Key Takeaways
- Keurig Dr Pepper is the third-largest non-alcoholic beverage company in North America by revenue, with 16-plus billion dollars in 2025 revenue, roughly 28,000 employees, and a portfolio of more than 125 brands spanning soft drinks, coffee, tea, water, juice, mixers, and the dominant single-serve brewing platform.
- The company uses iCIMS (uscareers-keurigdrpepper.icims.com) as its applicant tracking system, and AI-assisted resume screening makes keyword alignment with the posted job description meaningfully more important than at companies that route every application directly to a human recruiter.
- The dual-HQ structure of Burlington, Massachusetts and Frisco, Texas is real, deliberate, and load-bearing on roles: brewer hardware, coffee R&D, and a meaningful slice of corporate functions sit in Burlington, while beverage commercial, brand marketing, and a different slice of corporate functions sit in Frisco; clarify which HQ a role is anchored to before you accept.
- Interviews are heavily behavioral and STAR-driven across almost every function, with HireVue one-way video used aggressively at the early-career and intern level and structured live panels for experienced corporate roles; the average process runs roughly 24 days end to end.
- The four KDP values (Team First, Deliver Big, Think Bold, Be Fearless and Fair) are quoted verbatim by interviewers and used in calibration debriefs; prepare specific stories that demonstrate each value rather than memorizing the words.
- KDP positions itself as a Challenger brand against the Coca-Cola and PepsiCo duopoly, and candidates who can articulate that positioning with genuine enthusiasm and specific brand or product examples consistently outperform candidates who treat KDP as interchangeable with other large CPG employers.
- Compensation includes competitive base salary, annual performance bonus, long-term incentive equity for management roles, 401(k) match, comprehensive health benefits, generous parental leave, product allowances including free K-Cup pods and beverages, and relocation support where applicable.
- Sustainability and DEI are real operating priorities rather than marketing veneer: 30 percent recycled content packaging targets, 100 percent responsibly sourced coffee and cocoa, regenerative agriculture across 43,000-plus acres, and active ERG and supplier diversity programs that candidates can credibly engage with in interviews.
- Internal mobility across the merged Keurig and Dr Pepper Snapple legacy organizations is genuinely supported, and the breadth of brands, channels, plants, and functions makes KDP one of the deeper benches in North American CPG for building a multi-decade career across categories rather than a two-year resume line.
About Keurig Dr Pepper
Application Process
-
1
Apply through careers
Apply through careers.keurigdrpepper.com, which routes most U.S. requisitions through an iCIMS applicant tracking system at uscareers-keurigdrpepper.icims.com; create one canonical profile with a single primary resume so you can apply to multiple roles, save searches by location and function, and track every application in one dashboard rather than fragmenting your history across duplicate profiles.
-
2
Recruiters generally review qualified resumes and reach out to shortlisted appli
Recruiters generally review qualified resumes and reach out to shortlisted applicants within roughly two weeks of application; KDP uses AI-assisted screening to match resumes against requisition keywords, so a resume that mirrors the posted job description vocabulary moves through that initial gate materially faster than a generic version.
-
3
For early-career, intern, and co-op candidates, expect a HireVue one-way video i
For early-career, intern, and co-op candidates, expect a HireVue one-way video interview as the next step, typically five behavioral and situational questions with three minutes per response and up to three retake attempts per question; record in a quiet space with neutral background, dress business casual, and treat it like a live interview rather than a casual selfie video.
-
4
Experienced and corporate candidates move from recruiter screen to a hiring mana
Experienced and corporate candidates move from recruiter screen to a hiring manager phone or video interview that focuses on prior CPG, beverage, retail, supply chain, manufacturing, finance, marketing, or technology experience, fit with the four KDP values, and motivation for the specific function and dual-HQ location of the role.
-
5
Final-round interviews for most corporate and commercial roles consist of a pane
Final-round interviews for most corporate and commercial roles consist of a panel or sequence of three to five interviews including the hiring manager, two to three peers or cross-functional partners, and a skip-level leader; Frisco and Burlington roles often include at least one in-person on-site loop after a successful virtual round.
-
6
Manufacturing, distribution, merchandising, and route sales candidates should ex
Manufacturing, distribution, merchandising, and route sales candidates should expect a more operational loop including a plant or warehouse tour, a safety and physical demands review, basic skills or aptitude assessments, and conversations with both shift leadership and front-line operators rather than a heavy panel structure.
-
7
Offers are typically extended within one to two weeks of the final interview, wi
Offers are typically extended within one to two weeks of the final interview, with the recruiter walking you through base salary, annual bonus eligibility, KDP equity (long-term incentive units for management roles), 401(k) match, comprehensive medical, dental, and vision coverage, generous parental leave, employee product allowances (yes, including free K-Cup pods and beverage product), and relocation support where applicable; the average end-to-end process runs roughly 24 days according to crowdsourced candidate reports.
Resume Tips for Keurig Dr Pepper
Lead every bullet with measurable business outcomes in the language CPG hiring m
Lead every bullet with measurable business outcomes in the language CPG hiring managers respect: revenue lift in dollars or percent, share point gains versus competitive set, distribution ACV or PCV expansion, trade spend efficiency, gross margin improvement, OEE percentage, plant downtime reduction in hours, on-shelf availability rate, or service level versus contractual SLA.
Mirror the four KDP values (Team First, Deliver Big, Think Bold, Be Fearless and
Mirror the four KDP values (Team First, Deliver Big, Think Bold, Be Fearless and Fair) in your bullet vocabulary by surfacing examples of cross-functional teamwork, large-scale delivery against stretch goals, willingness to challenge a status quo, and direct candor in difficult business conversations rather than naming the values themselves.
For commercial, sales, and brand roles, use the vocabulary of large-format CPG:
For commercial, sales, and brand roles, use the vocabulary of large-format CPG: shopper marketing, category management, JBP (joint business plan), syndicated data fluency in Circana (formerly IRI) and NielsenIQ, AMPS, planogram resets, DSD versus warehouse routes, modular reviews, and trade promotion ROI; these terms must appear naturally where they fit your real experience.
For supply chain, manufacturing, and engineering roles, name the specific system
For supply chain, manufacturing, and engineering roles, name the specific systems and methodologies you have actually run: SAP S/4HANA or ECC, Oracle Transportation Management, JDA or Blue Yonder, Lean Six Sigma belt level, TPM (Total Productive Maintenance), SMED, autonomous maintenance, OEE calculation methodology, FSMA, GFSI, SQF, FDA and USDA compliance, and OSHA recordable rates.
For coffee and brewer engineering candidates working out of Burlington, surface
For coffee and brewer engineering candidates working out of Burlington, surface hard-product engineering experience explicitly: industrial design, mechanical and thermal engineering, embedded firmware, IoT connectivity, water management, brew chamber chemistry, certification regimes (UL, ETL, NSF), and consumer hardware lifecycle from concept through tooling, ramp, and field reliability.
Quantify scale honestly: name the brands you supported, the case volume or dolla
Quantify scale honestly: name the brands you supported, the case volume or dollar volume of the business unit, the number of plants or DCs in your span, the number of direct and indirect reports, the customer accounts you owned (Walmart, Kroger, Target, Costco, Albertsons, Ahold Delhaize, Loblaws, Sobeys, etc.), and any P&L size if you owned one.
Highlight diversity and inclusion leadership credibly where it is real: Employee
Highlight diversity and inclusion leadership credibly where it is real: Employee Resource Group sponsorship, supplier diversity program work, multicultural marketing campaigns, inclusive hiring panel participation, or measurable representation improvements you drove on a team you led, since KDP genuinely tracks and rewards this work.
Keep the resume to one page for early career and two pages maximum for experienc
Keep the resume to one page for early career and two pages maximum for experienced candidates with a clean, conservative single-column layout; avoid graphics, photos, columns, text boxes, and uncommon fonts that confuse the iCIMS parser and the AI-assisted screening layer that reads your file before any human does.
ATS System: iCIMS
Keurig Dr Pepper uses iCIMS as its applicant tracking system, hosted at uscareers-keurigdrpepper.icims.com and surfaced through the public-facing careers portal at careers.keurigdrpepper.com. iCIMS is a widely used enterprise ATS in large CPG, retail, hospitality, and manufacturing employers, and KDP layers AI-assisted resume screening on top of the iCIMS pipeline to match candidate resumes against requisition keywords before any human recruiter review. This means resume keyword alignment with the posted job description language is meaningfully more consequential at KDP than at employers that route every application directly to a human, and clean single-column resume formatting parses dramatically better than multi-column or graphic-heavy designs.
- Create one canonical iCIMS profile with a single primary resume rather than fragmenting your application history across multiple email addresses or duplicate accounts.
- Mirror the exact vocabulary of the posted job description honestly in your resume bullets so both the AI screening layer and the iCIMS keyword filters surface your application to the recruiter.
- Use a clean, single-column resume layout with standard fonts (Calibri, Arial, Helvetica, Times New Roman, or Garamond), no text boxes, no graphics, no photos, and no multi-column tricks that confuse the iCIMS parser.
- Save and upload your resume as a PDF unless the requisition specifically requests Word, since PDF preserves formatting fidelity through the iCIMS parse-and-display pipeline.
- Complete every optional field in the iCIMS profile including work authorization, EEO self-identification (voluntary), and salary expectations where requested, since incomplete profiles can be deprioritized by the screening layer.
- Apply directly through the requisition page on careers.keurigdrpepper.com rather than through Indeed, LinkedIn Easy Apply, or other third-party aggregators so your application is attributed to the right requisition and reaches the assigned recruiter cleanly.
Interview Culture
Keurig Dr Pepper interviews are warm, behavioral-heavy, and grounded in the company's self-image as a scrappy Challenger brand competing against much larger global beverage incumbents.
What Keurig Dr Pepper Looks For
- Genuine Challenger mindset: candidates who get energy from competing against larger incumbents with smaller budgets, smarter execution, and faster decision cycles rather than waiting for permission or perfect data.
- Demonstrated ownership and end-to-end accountability for business results, ideally with quantified impact across revenue, share, margin, service, safety, or quality metrics that map cleanly onto a CPG P&L.
- Cross-functional collaboration instinct: KDP runs a matrix between brand, sales, supply chain, R&D, finance, and operations, and rewards candidates who have actually shipped outcomes by influencing partners they did not directly manage.
- CPG, beverage, food, retail, or hardware industry context where the role demands it, with a clear and credible articulation of why KDP specifically (Challenger positioning, brand portfolio breadth, dual-HQ scale, sustainability ambition) rather than a generic CPG move.
- Operational rigor and bias to action: clean execution, on-time delivery against commitments, willingness to make a call with imperfect information, and the discipline to course-correct quickly when the data changes.
- Inclusive leadership behaviors that align with Be Fearless and Fair: candor in giving and receiving feedback, demonstrated investment in developing others, and credible Employee Resource Group, supplier diversity, or inclusive hiring contributions where applicable.
- Comfort with the dual-HQ reality of Burlington and Frisco, frequent travel for commercial and supply chain roles, and the cadence of a publicly traded large-cap beverage company with quarterly earnings discipline and a high bar on commitment-keeping.
- Long-term consumer obsession: real curiosity about who buys KDP brands, why, where, and how, expressed through specific examples from past work or, for early-career candidates, from your own life as a beverage and coffee consumer.
Frequently Asked Questions
What ATS does Keurig Dr Pepper use, and how should I apply?
Is Keurig Dr Pepper headquartered in Burlington, Massachusetts or Frisco, Texas?
How long does the Keurig Dr Pepper hiring process take?
What is HireVue and how should I prepare for the KDP video interview?
Does Keurig Dr Pepper sponsor work visas?
What are the four KDP core values and why do they matter in interviews?
What is compensation and benefits like at KDP?
What does KDP look for in commercial and sales candidates?
Is KDP serious about sustainability and DEI?
How do I stand out without prior CPG or beverage experience?
Open Positions
Keurig Dr Pepper currently has 2 open positions.
