Internal Communications Lead

• →

  Design the company-wide forums that carry leadership's message, choosing the right format for the right moment rather than defaulting to habit

• →

  Build for global and cultural nuance from the start, so a message crafted in one office lands with the same weight and clarity in every other

• →

  Establish a working cadence that respects people's time and attention, so more communication is never mistaken for better communication

• Own the internal channel architecture, so messages reach the right people without adding to the volume everyone already wades through

• Set clear ownership of who can broadcast to the whole company, on what, and how often

• Bring judgement to every leadership message: which forum, format, tone and timing will make it land, and the confidence to say when something needs live delivery, a short note, or nothing broad at all

• Play detective for the stories that don't naturally surface and give them the visibility they deserve

• Treat culture preservation as a first-order responsibility of scale, not a side effect of good comms: building formats that carry how Faculty's leaders and teams work together, not just what the business is doing

• Where needed, partner closely with leadership as a trusted advisor, protecting their voice while making sure it travels well

• Establish strong cross-functional relationships across regions and teams to understand what's really happening in the business and shape the internal communications programme around it

• Support the international expansion of Faculty's internal communications, working with regional colleagues to ensure forums and formats travel well and adapt where they need to

• Designing the Machine - A track record of designing and building the machine from scratch - cadences, channels, and company-wide forums - rather than simply running an existing playbook.

• Judgement - A sharp instinct for signal versus noise: what deserves broad visibility, what doesn't, and the confidence to say so to senior stakeholders.

• Storytelling - A detective's instinct for finding the story in a large, fast-moving organisation, and the ability to tell it with clarity and a genuine point of view.

• Global & Cultural Fluency - Proven experience communicating across geographies and time zones, with real sensitivity to how messages land differently across cultures and offices.

• Stakeholder Management - Skilled at working alongside senior leaders and founders, earning trust quickly through sound judgement and discretion.

• Communication - Exceptional written and verbal skills, able to convey a complex or nuanced leadership message clearly and briefly without losing what made it worth saying.

• Change & Scale Experience - Experience communicating through a period of fast growth, acquisition, or significant organisational change, ideally in a technical or fast-moving industry.

• Autonomy & Resilience - Highly self-sufficient, with the flexibility and tenacity to thrive in a fast-paced, complex scale-up environment now operating at global scale.

1. Talent Team Screen (30mins)

2. Introduction with the Hiring Manager (60 mins)

3. Panel Interview involving pre work (75 mins)

We aim to grow the best team - not the most similar one. We know that diversity of individuals fosters diversity of thought, and that strengthens our principle of seeking truth. And we know from experience that diverse teams deliver better work, relevant to the world in which we live. We’re united by a deep intellectual curiosity and desire to use our abilities for measurable positive impact. We strongly encourage applications from people of all backgrounds, ethnicities, genders, religions and sexual orientations.

If you don’t feel you meet all the requirements, but are excited by the role and know you bring some key strengths, please don't hesitate in applying as you might be right for this role, or other roles. We are open to conversations about part-time hours.

A note on AI: we're happy for you to use it for research and interview prep, but please don't use it to generate answers during live interviews. We also use an AI note-taker (Metaview) in interviews so interviewers can stay present (which you can opt out of just let us know,) and every application is reviewed by a human, never decided by AI.