Talent Acquisition Parter; GTM

About Dust

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, 1

Password, 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…