Internal Communications Manager

Ready to make connectivity from space universally accessible, secure and actionable? Then you’ve come to the right place! E-Space is bridging Earth and space to enable hyper-scaled deployments of Internet of Things (IoT) solutions and services.

We are building a highly-advanced low Earth orbit (LEO) space system that will fundamentally change the design, economics, manufacturing and service delivery associated with traditional satellite and terrestrial IoT systems.

We’re intentional, we’re unapologetically curious and we’re 100% committed to innovate space-based communications and deliver actionable intelligence that will expand global economies, protect space and our planet and enhance our overall quality of life.

We are hiring an Internal Communications Manager to build the systems, channels, and culture programs that keep E-Space informed and connected as we grow from about 350 to 1,000+ employees over the next 18 months. You will take what exists and build the infrastructure that makes E-Space feel like one coherent company, where people understand the mission, see how their work connects to it, and want to show up.

This is a builder role. You will balance two equally important missions: owning the systems that keep the company aligned, and partnering with the People team on the culture programs, celebrations, and spaces that make work feel meaningful.

You will work in an environment with competing asks, real ambiguity, and high expectations, and you will need to make calls about what gets done, in what order, and what does not, without waiting for permission. This role is internally facing. E-Space is in Stealth Mode while we build our technology, so the role does not include external communications or PR.

It reports to the Head of People and operates as a shared service between the executive leadership team and the broader company. ## Your mission Build the internal communications operating model and culture programs that help E-Space scale without losing its sense of purpose or community. Turn strategy into clear stories, reduce noise, and make sure every employee knows where the company is headed and why it matters.

Set the priorities, say no when a request does not fit or the timing is wrong, and deliver the work that matters most. ## What you will own Internal communications infrastructure: Define and own the internal communications operating model, including channels, cadences, content types, and the editorial calendar that govern how information flows as we scale.

Build and maintain an intranet or knowledge hub that serves as the single source of truth for company information, policies, and culture, using existing tools such as Rippling, Teams, and SharePoint or a dedicated platform. Create repeatable playbooks and templates so recurring programs scale without manual lift each cycle.

Key company moments: Own the strategy and execution of All Hands meetings, quarterly business reviews, org announcements, executive updates, and crisis communications. Lead change communications for major initiatives such as reorganizations, new policies, and leadership transitions, so employees can navigate change with clarity and confidence.

Culture, belonging, and retention: Design and run programs that build belonging and retention, including team celebrations, recognition initiatives, cross-functional gatherings, and rituals that make E-Space feel like a culture and not just a company. Own employer brand on external careers pages and published materials, highlighting what it is like to work here, especially as we grow internationally.

Partner with People, Workplace, Legal, and Finance to keep communications consistent with company values and aligned with business moments. Priority management: Own the trade-offs between competing asks, such as the CEO's requests for regular at-a-glance updates, People's communications on new policies, and new culture programs.

Set the communications cadence, decide what gets done and when, and communicate those calls clearly to stakeholders. Separate high-leverage work from low-leverage busy work, and as the team grows, decide what stays with you and what can be delegated.

Executive partnership: Work closely with the CEO and executive team to develop messaging frameworks for key announcements, fundraises, product milestones, and business pivots. Provide editorial feedback on executive communications, including emails, Teams updates, and presentations. Produce high-impact content such as talking points, All Hands presentations, recorded messages, and email campaigns.

Serve as the translator between executive intent and the employee experience. AI-enabled communications: Use AI tools such as Claude, ChatGPT, Sana, and Galileo in the craft of internal communications, including drafting, editing, repurposing content, and scaling communications across channels.

Help establish how AI augments, and does not replace, human-centered communication at E-Space, and bring disciplined experimentation that reduces manual work while keeping an authentic voice. ## How you lead Bias for action: You move quickly from a problem to a decision. You make reasonable editorial and strategic calls, test them, and iterate rather than wait for perfect clarity.

Extreme ownership: You own the outcome of every communication you produce, including what lands and what does not. When a dependency threatens a deliverable, you engage the people you need, communicate the impact, and drive a recovery plan. Relentless follow-through: You define what done looks like before you start. You close the loop on announcements, programs, and feedback, and you do not let commitments drift.

High standards and direct communication: You bring strong editorial judgment and distill complex ideas into clear language. You give honest feedback to executives when it matters, and you surface conflicts early.

Influence without authority: You align People, executive leadership, Finance, Legal, and others without formal authority, and you find paths forward that work for everyone. ## What you bring - Five to seven years of experience in internal communications, culture, employee experience, or a related function at a fast-paced technology or deep-tech company. - A demonstrated track record of building or significantly scaling an internal communications program, with specific systems, channels, or programs you architected or materially elevated. - Experience producing or owning high-quality All Hands meetings, quarterly business reviews, or similar large-scale company moments. - A track record of building culture programs, such as celebrations, recognition, belonging initiatives, or retention-focused work, that moved the needle. - Comfort working with AI tools in communications.

Experience developing or owning an AI-related narrative is strongly preferred. - Experience operating effectively in high-ambiguity environments, with comfort working from incomplete information and founder-led decision-making. - Excellent written and verbal communication skills, with the ability to engage both technical and non-technical audiences. - Strong executive presence.

You can work with the CEO and executive leadership with judgment and confidence, and you are not intimidated by senior people. - Ruthless prioritization. You can hold both strategy and execution, and you can say no and explain why when a request does not fit the plan. - Genuine curiosity about people.

You enjoy talking with employees across levels and functions and translating what matters to them into programs and messaging. - Video editing, design fluency, or other production skills are a plus but not required . ## What success looks like (Year 1) - E-Space has a documented communications calendar and channel strategy that employees understand and rely on.

Information flows consistently, and employees do not feel overloaded or in the dark. - All Hands meetings and quarterly business reviews are high-quality,