Pretend you’re the pricing product manager for Lyft’s ride-scheduling feature, and you’re launching a new city like Toledo, Ohio. The prevailing rate that

Pretend you’re the pricing product manager for Lyft’s ride-scheduling feature, and you’re launching a new city like Toledo, Ohio.

The prevailing rate that people are used to paying for rides from the airport to downtown (either direction, one way) is $25. The prevailing wage that drivers are used to earning for this trip is $19.

You launch with exactly this price: $25 per ride charged to the rider, $19 per ride paid to the driver. It turns out only 60 or so of every 100 rides requested are finding a driver at this price.

(While there is more than one route to think about in Toledo, for the sake of this exercise you can focus on this one route.)

Here’s your current unit economics for each side:

Drivers: 

Customer acquisition cost (CAC) of a new driver is between $400 – $600. CAC is sensitive to the rate of acquisition since channels are only so deep. 

At the prevailing wage, drivers have a 5% monthly churn rate and complete 100 rides / month

Riders: 

CAC of a new rider is $10 to $20 (similar to driver CAC it’s sensitive to the rate of acquisition, since existing marketing channels are only so deep) 

Each rider requests 1 ride / month on average

Churn is interesting: riders who don’t experience a “failed to find driver” event churn at 10% monthly, but riders who experience one or more “failed to find driver” events churn at 33% monthly

You’ve run one pricing experiment so far: when you reduced Lyft’s take from $6/ride to $3/ride across the board for a few weeks, match rates rose nearly instantly from 60% to roughly 93%.

Your task is to maximize the company’s net revenue (the difference between the amount riders pay and the amount Lyft pays out to drivers) for this route in Toledo for the next 12 months. Let’s assume that you cannot charge riders more than the prevailing rate.

The core question is: how much more or less do you pay drivers per trip (by changing Lyft’s take)? Your goal is to maximize net revenue for the next 12 months on this route.

As you tackle this case study, keep in mind that Clipboard’s Product Team dives deep into the numbers and has a bias toward action. And we have real fun doing it!

Output for the Case Study

The ideal output from this exercise is a written document backed by analysis, which is the type of output our team members produce regularly. As mentioned in our blog, we do not think longer cases are “better” and value clarity far more than length.

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

Write an essay explaining your new compensation strategy for the vacant mid-level manager position. Your audience is the chief executive officer (CEO) an

Write an essay explaining your new compensation strategy for the vacant mid-level manager position. Your audience is the chief executive officer (CEO) and other supervisors in your organization. In this essay, include the items listed below. After a brief introduction, explain how equal employment opportunity laws impact the organization’s compensation

ORGB390 Assignment 4: Due: After you complete Lesson 9 Credit Weight: 25% of your final grade Purpose: Examine stakeholders’ involvement in the

ORGB390 Assignment 4: Due: After you complete Lesson 9 Credit Weight: 25% of your final grade Purpose: Examine stakeholders’ involvement in the continuous change process and assess how diversity and inclusion affect organizational success. This assignment forms section 4 of the organizational change report to your organization. Length: 6–8 double-spaced pages, not including the

Assignment 3: Due: After you complete Lesson 7 Credit Weight: 25% of your final grade Purpose: Examine stakeholder resistance to change and initiating

Assignment 3: Due: After you complete Lesson 7 Credit Weight: 25% of your final grade Purpose: Examine stakeholder resistance to change and initiating successful change management. This assignment forms section 3 of the organizational change report to your organization. Length: Assignment should be 6–8 double-spaced pages, not including the title page and references. ORGB390v9_Assignment3.docx

Due: After you complete Lesson 5 Credit Weight: 25% of your final grade Purpose: Identify two job design components that might help the major problem

Due: After you complete Lesson 5 Credit Weight: 25% of your final grade Purpose: Identify two job design components that might help the major problem identified in the organizational diagnosis (Assignment 1). This assignment forms section 2 of the organizational change report to your organization. Length: 6–8 double-spaced pages, not including the title page

Assignment 1 — Instructions Due: After you complete Lesson 3 Credit Weight: 25% of your final grade Purpose: Conduct an organizational diagnosis (section

Assignment 1 — Instructions Due: After you complete Lesson 3 Credit Weight: 25% of your final grade Purpose: Conduct an organizational diagnosis (section 1 of an organizational change report). Length: 6–8 double-spaced pages, not including the title page and references. ORGB390v9_Assignment1.docx  Review the Assignment Overview & Guidelines for formatting, referencing, common mistakes, and grading information (including

Instructions: Review the AHIMA Code of Ethics found on pages 1030 through 1034 in Health Information Management: Concepts, Principles, and Practice.

Instructions: Review the AHIMA Code of Ethics found on pages 1030 through 1034 in Health Information Management: Concepts, Principles, and Practice. Apply your understanding of professional ethics and the appropriate professional code of conduct using the seven-step ethical decision-making matrix to the five scenarios provided. The ethical decision-making matrix can be