Talent Acquisition Parter (GTM)

Work is being rewritten, and the people holding the pen are the ones who actually run it.

With enterprise-grade governance, flexible model choice, and a collaborative interface for humans and agents to work together, Dust empowers AI Operators at the world’s fastest-moving companies to rewire how work gets done.

With 70%+ weekly active users, people stick with Dust as much as they do with Slack and Notion. We don't get piloted and shelved. We land once, and spread. We're at an exciting stage of our journey, and growing fast.

We're serving great customers like Datadog, 1Password, Cursor, Clay, Vanta and Persona, and aim to x5 our growth by the end of 2026.

Dust is backed by Sequoia with a determined team of optimists (coming from Stripe, OpenAI, and Stanford) who like to focus on users, ship fast, and don't take themselves too seriously while doing so. The Generalist named us among the Future 50.

We're hiring a Senior Talent Acquisition Partner to build and scale our go-to-market org. This is a role for someone who has done this before, built a GTM team from near scratch, and thinks like an executive recruiter rather than a high-volume screener. You'll own full-cycle recruiting for our US GTM teams, with a strong network to draw on and the judgment to know who to call when you don't have the answer yourself.

• Drive high-quality hires across GTM functions (Sales, CS, Solutions Engineering, Partnerships, Marketing).

• Own headhunting and network-driven sourcing as the primary pipeline driver — not inbound

• Partner with hiring managers to define role scope, build scorecards, design interview processes, and calibrate on what great looks like for GTM roles specifically

• Advise the business on what we should be hiring for and when, not just execute reqs as they come in

• Challenge the hiring plan directly when priorities are misaligned (e.g., "we shouldn't prioritize this role over that one because of X")

• Bring a point of view on sequencing, trade-offs, and what the business actually needs versus what's been asked for

• Bring a strong existing network, and where you don't have the direct relationship, know who does and can get the intro

• Build and maintain relationships in the community. Run or attend events, stay close to talent pools before you need them, not just when a req opens

• Think several moves ahead. Build pipeline for roles before they're officially open, based on the hiring plan

• Design and improve the systems that make hiring work, scorecards, interview processes, sourcing workflows, etc.

• Use AI to build leverage across the talent function, not just as a personal productivity hack

• Navigate competing priorities across multiple GTM leaders and align them on a single hiring plan

• Build deep trust with hiring managers by demonstrating strong judgment, GTM domain expertise, and a clear point of view on what exceptional talent looks like

• Challenge briefs when necessary, propose alternatives, and help stakeholders distinguish between must-haves and nice-to-haves

• Use Dust to scale talent operations and rethink recruiting processes and systems with an AI-first mindset

Every candidate and employee's success is measured against the same 3 dimensions: Aptitude, Attitude, and Agency.

• Have 7+ years of full-cycle recruiting experience, with deep GTM/sales recruiting expertise at high-growth startups

• Have built GTM teams from a very early stage (having personally hired the first sales/GTM hires is a strong plus, but not required)

• Have built systems that improved how talent acquisition is done elsewhere. Scorecards, interview processes, sourcing workflows, or automation - not just used what was handed to you

• Are strong on networking, community building, and events. You stay close to talent pools proactively, not just when a req opens

• Think like an executive recruiter. You approach searches with a long-term relationship mindset, not a high-volume funnel mindset

• Have a passion for AI's potential to transform how teams work and are actively using it to reinvent recruiting.

• Have experience with modern ATS platforms (ideally Ashby).

• Possess strong judgment and taste for GTM talent. You can articulate what makes an exceptional AE, CSM, or SE, and you're comfortable saying no when someone doesn't meet the bar

• Excel at multi-stakeholder management. You can navigate competing priorities across several GTM leaders and align them on one plan.

• Build trust quickly and challenge hiring managers when needed, focused on talent density and not just filling roles

• Thrive in fast-paced, dynamic environments and enjoy juggling multiple priorities without losing sight of quality or craft

• Are transparent and direct. You surface bad news proactively, give feedback clearly, and don't soften the message when it matters

• Put candidates and hiring managers at the center of your work. You care deeply about the experience you create and the outcomes you deliver

• Have a proactive mindset and operate with high agency. You identify gaps and fix them without being asked, you build things that don't exist yet

• Advise, don't just take orders. You challenge a hiring plan when priorities don't make sense, and can articulate why one role should come before another

• Are data-driven. You use metrics to diagnose what's broken and inform decisions, not just to report activity

• Own problems end-to-end. You know who to involve and when, and you drive to resolution without needing constant oversight

• Take a brief and run with it. You challenge when something doesn't make sense, propose alternatives, and deliver outcomes without being managed at every step

• Competitive compensation: $200-230k base salary

• Significant equity package in a Sequoia-backed startup

• Health insurance for you and your dependents

• New MacBook Pro or Linux machine, monitor, keyboard, etc.

• Beautiful office in SF (or NYC)

• Opportunity to travel to our Paris/London offices multiple times a year

• Regular team events and offsite

We can go higher for outstanding profiles.

We're prioritizing building our team with an in-person culture at our offices in Paris, London, San Francisco, and New York because we value the magic that happens when talented people work closely together.

We have an office-first culture. Some of the best things about building at Dust are the energy, the fast decisions, and the unexpected conversations that unlock a hard problem, which happen because we are in the same room. Being together is not a formality, it is how we do our best work, and it is something we actively protect.
That said, we hire people with strong judgement and we extend that trust to how they manage their time. When working from home makes more sense for what you need to get done that day, we trust you to make that call.

The models are powerful enough. What's missing is the product layer where AI meets how companies actually work. That's what we're building: the infrastructure that lets any team turn scattered knowledge and tools into coordinated execution with agents they build, own, and run themselves.

We use Dust ourselves every day. We get to shape how humans and agents collaborate while solving our own problems with the product we ship. That loop is rare, and it's why we move fast.

If you're excited about defining a new category and want to join a determined team of optimists who focus on users, ship fast, and don't take themselves too seriously, we'd love to talk.

Even if you don't check every box in our requirements, we encourage you to apply. We value diverse perspectives and backgrounds, and we're more interested in your potential and passion than a perfect match to our checklist.

Learn how we think and work.

• Our product constitution, a story about our mission

• Agents at work - Latent Space, podcast with our cofounder, Stanislas Polu, 2024

• LLMs reasoning and agentic capabilities over time - dotAI, podcast with our cofounder, Stanislas Polu, 2024