Talent Acquisition Partner (GTM)

About this role

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 https://dust.tt/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 https://techcrunch.com/2024/06/27/dust-grabs-another-16-million-for-its-enterprise-ai-assistants-connected-to-internal-data/ 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 https://www.linkedin.com/posts/dust-tt_were-honored-to-be-recognized-on-the-generalists-activity-7359284343929741313-Rq04.

WHY THIS ROLE EXISTS

We are about to hire the people who will define the next phase of this company. Not backfill a plan someone else wrote — define it. The quality of who joins Dust over the next eighteen months is the single highest-leverage variable in whether we build the category or watch someone else do it.

That work needs a recruiter who treats hiring as a craft rather than a queue. Someone who can hold a real point of view on what "great" looks like for a role, defend it with a hiring manager who disagrees, and then go find that person themselves — from a cold start, without a lead gen team, a sourcing pod, or a playbook waiting for them.

You'll be an early member of a small Talent team. That means you own roles end to end, and you also help build the thing itself: the assessment design, the interview loops, the calibration, the data we use to know whether any of it is working.

We're looking for someone who cares about the candidate experience for all parties internal and external. And prioritizes protecting Dust's culture by being thoughtful, thorough and leading by example in being a true team player.

WHAT YOU'LL OWN

Full-cycle hiring, end to end. You run your own searches from role kickoff to close. Sourcing, outreach, screening, interviewing, offer strategy, negotiation. You are the owner of the outcome, not a coordinator of other people's opinions.

Assessment design, not just assessment delivery. For every role you open, you help define what evidence would actually predict success — then you build the loop that surfaces it. You'll push back on interview stages that exist out of habit and replace them with ones that test something real.

Hiring manager partnership with a spine. You'll spend as much time calibrating hiring managers as you do talking to candidates. When a manager says "not quite the right feel," you'll ask what they mean until there's a defensible answer, and you'll say so when there isn't one.

Market intelligence. You'll know your talent market better than anyone else in the building — who's good, where they are, what moves them, what compensation actually looks like right now — and you'll bring that back into how we scope roles and design offers.

The candidate experience. Our hiring process is the first honest sample of what working here feels like. You'll make it expedient, direct, well-communicated, and worth a candidate's time whether or not they get an offer.

Building the function. Process, tooling, structured scorecards, funnel data, quality-of-hire signal. You'll leave the system better than you found it, and you'll be trusted to change it without asking permission first.

TWO TRACKS — TELL US WHICH ONE IS YOURS

We're hiring for depth in one of two areas. You should have a genuine centre of gravity in one; interest in the other is a bonus, not a requirement.

GTM. Account Executives, Sales Engineers, Customer Success, Marketing, and the leaders above them, across Europe and the US. You know how to assess commercial talent on evidence rather than swagger, and you can tell the difference between a rep who carried a territory and a rep who inherited one.

Technical. Software engineers, infrastructure, product, and design, in a market where the best people are not looking and the second-best are drowning in outreach. You can hold a credible conversation about what someone actually built, and you know why that matters more than where they built it.

HOW WE THINK ABOUT HIRING

We're telling you this up front because if you disagree with it, this will be a frustrating job.

- We don't hire based on pedigree. Logos and school names are weak evidence. What someone has actually done, and what they can demonstrate now, is strong evidence. We design our loops accordingly.

- We hire for evidence, not affinity. "Culture fit" that means "reminds me of me" is how companies get homogeneous and slow. We assess against explicit behaviours tied to how we work, and we write down what we saw.

- Speed and rigour are not in tension. Slow processes are usually a symptom of unclear thinking about the role, not of high standards.

- A no should be as clear as a yes. To the candidate, and internally.

- Some of us came from well-known companies. That's context, not criteria. It isn't why we're here and it won't be why you are. We celebrate everyone's achievements and want to create an environment where diversity of thought and experience of a collective whole makes this place exceptional and lasting.

- Recruiters are operators, not order-takers. If you think a role is wrongly scoped, badly levelled, or shouldn't be open at all, you're expected to say so.

WHAT WE'RE LOOKING FOR

- 5+ years in…