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Salary: USD 200,000 - 230,000 / annual
Dust is hiring a Senior Talent Acquisition Partner to build and scale the go-to-market organization. This is a full-cycle recruiting role focused on the US GTM teams, requiring someone with executive recruiter mindset and proven experience building GTM teams from early stage.
Key Responsibilities:
- Own full-cycle GTM recruiting across Sales, Customer Success, Solutions Engineering, Partnerships, and Marketing functions
- Drive sourcing through headhunting and network-driven pipelines as the primary pipeline driver, not inbound
- Partner with hiring managers to define role scope, build scorecards, design interview processes, and calibrate what excellence looks like for GTM roles
- Serve as a strategic advisor on hiring plans—challenge priorities when misaligned, advise on sequencing and trade-offs, and distinguish between must-haves and nice-to-haves
- Build and maintain relationships proactively in talent communities; run or attend events to stay close to talent pools before roles open
- Think several moves ahead and build pipeline for roles before they're officially open
- Design and improve talent acquisition systems: scorecards, interview processes, sourcing workflows, and automation
- Use AI (including Dust itself) to build leverage across the talent function and rethink recruiting processes
- Navigate competing priorities across multiple GTM leaders and align them on a single hiring plan
- Build deep trust with hiring managers through strong judgment, GTM domain expertise, and clear point of view on exceptional talent
About Dust:
Dust is an AI-native platform that empowers teams to build, own, and run agents that coordinate work between humans and AI. The company serves customers like Datadog, 1Password, Cursor, Clay, Vanta, and Persona, with 70%+ weekly active users. Backed by Sequoia, Dust is aiming to 5x growth by end of 2026 and has a team of optimists from Stripe, OpenAI, and Stanford who focus on users, ship fast, and maintain an office-first culture across SF, NYC, Paris, and London.
Requirements:
- 7+ years of full-cycle recruiting experience with deep GTM/sales recruiting expertise at high-growth startups
- Proven track record building GTM teams from very early stage (personally hiring first sales/GTM hires is a strong plus)
- Experience building systems that improved talent acquisition: scorecards, interview processes, sourcing workflows, or automation—not just using existing systems
- Strong networking and community-building skills; proactively stay close to talent pools, not just when roles open
- Executive recruiter mindset with long-term relationship focus, not high-volume funnel approach
- Passion for AI's potential to transform how teams work; actively using AI to reinvent recruiting
- Experience with modern ATS platforms, ideally Ashby
- Strong judgment and taste for GTM talent; ability to articulate what makes exceptional AEs, CSMs, and SEs; comfortable saying no when candidates don't meet the bar
- Excellent multi-stakeholder management; navigate competing priorities and align GTM leaders on one plan
- Thrive in fast-paced, dynamic environments; juggle multiple priorities without losing quality
- Transparent and direct communication; surface bad news proactively and give clear feedback
- Proactive mindset with high agency; identify gaps and fix them without being asked
- Data-driven approach; use metrics to diagnose problems and inform decisions
- Own problems end-to-end; know who to involve and when, drive to resolution with minimal oversight
- Take a brief and run with it; challenge when something doesn't make sense, propose alternatives, deliver outcomes without constant management
