Dust
Talent Acquisition Partner (GTM)
New York · Senior
Stay score
odds of building a lasting career here
Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
Personalize to your clock →H-1B wage level
the lottery is wage-weighted — each level is one more entry
This range already reaches Level IV — the maximum four lottery entries.
DOL prevailing wage, 2026-27 wage year · Human Resources Specialists (13-1071) · New York-Newark-Jersey City, NY-NJ. Wage level is derived by USCIS from the offered wage, occupation and worksite; the occupation shown is inferred from the job title.
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About the 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.
Responsibilities
- 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.
Requirements
- 5+ years in full-cycle recruiting, with meaningful time in-house at a high-growth company.
- Demonstrable depth in either GTM or technical hiring - you can talk through searches you've run, what made them hard, and what you'd do differently.
- Comfort operating without infrastructure.
- Ideal, but not required: experience hiring in AI or developer-facing companies
Nice to have
- Not backfill a plan someone else wrote - define it.
- That work needs a recruiter who treats hiring as a craft rather than a queue.
- You'll be an early member of a small Talent team.
- And prioritizes protecting Dust's culture by being thoughtful, thorough and leading by example in being a true team player.
- Full-cycle hiring, end to end.
- Sourcing, outreach, screening, interviewing, offer strategy, negotiation.
- You are the owner of the outcome, not a coordinator of other people's opinions.
- You'll push back on interview stages that exist out of habit and replace them with ones that test something real.
Compensation
- 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.
Company info
- 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.
- WHY THIS ROLE EXISTS We are about to hire the people who will define the next phase of this company.
- We're looking for someone who cares about the candidate experience for all parties internal and external.
This listing is sourced directly from Dust's careers page and normalized into a canonical job model.