Talent Acquisition Partner (GTM or Technical)

The posting, as Dust wrote it

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 calibr
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rst 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.

WHY DUST

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, https://blog.dust.tt/a-first-version-of-our-product-constitution/ a story about our mission
• Your Next Co-Worker Isn’t Human https://www.youtube.com/watch?v=xIvlRWEXqqw, Stanislas Polu, VivaTech 2026. A conversation about AI agents taking on larger parts of work and how teams collaborate with them.
• Dust: Gabriel Hubert on Enterprise AI https://www.nasdaq.com/videos/dust, Gabriel Hubert, Nasdaq, published May 7, 2026. On Dust’s approach to enterprise AI and building the company in Europe.