Internal Communications Manager
Confirmed on the employer's own hiring board on Oct 19, 2026. First seen by Alion on Oct 6, 2026. E-Space scores C on the Alion truth index.
E-Space is building the infrastructure for a new generation of space operations. As we scale to the next stage of growth over the next 18 months, we need someone to programmatizehow we communicate internally and deliberately build culture that sustains retention and belonging.
This is a builder role: you'll take what exists and create the infrastructure, cadences, and editorial strategy that make E-Space feel like a coherent company where people understand the mission, where their work connects to it, and where they genuinely want to show up.
You'll balance two equally important missions: (1) owning the systems and channels that keep E-Space informed and aligned as we scale, and (2) collaborating with the People team to build intentional culture programs, celebrations, and spaces that make work feel meaningful and connected. You'lldo this in an environment where the exec leadership, People team, and cross-functional partners all have competingasks, a level of ambiguity, and high expectations, and where the guardrails aren'tyet clear. You'llneed to be comfortable making calls about what gets done, in what order, and what doesn't, without waiting for permission.
It’simportant to note that this role is internally facingbecause the company is currently in Stealth Mode as we build our world-classtechnology, so this role will not include any aspect of external comms or PR.
This role will nominally reportto the Head of People but will operateas a shared service bridging the executive leadership team and the broader company. The successful candidate will be requiredto work onsite to collaborate with team members in our Arlington, TX offices.
What you will do
Define and own E-Space's internal communications operating model: channels, cadences, content types, and editorial calendar that govern how information flows across the company as we scale.
Own the strategy and execution of key company moments: All Hands meetings, quarterly business reviews, org announcements, exec updates, and crisis communications.
Build and maintainan internal intranet/knowledge hub (leveragingexisting tools like Rippling, Teams, Sharepoint, or dedicated platforms) that servesas the single sourceof truth for company information, policies, and culture.
Create repeatable playbooks and templates for recurring programs (All Hands, org changes, exec announcements) that scale without requiring manual lift each cycle.
Partner with exec leadership to turn strategy and initiatives into clear, compelling stories that resonate across technical and non-technical audiences.
Help E-Space employees understand where the business is headed, why it matters, and how their work connects to the mission in space infrastructure.
Design and execute programs that build belonging and retention: team celebrations, recognition initiatives, cross-functional gatherings, and rituals that make E-Space feel like a culture, not just a company.
Own employer brand on external sites, published informationand careerspages: identifyways to highlight E-Space's culture and showcase what it'slike to work here, especially as we grow internationally.
Lead change communications for key initiatives (reorganizations, new policies, leadership transitions), helping employees navigate transitions with clarity and confidence.
Be a practitioner of culture: genuinely enjoy talking to people across levels and functions, surfacing what matters to teams, and translating that into programs and messaging that land.
Partner with cross-functional teams (People, Workplace, Legal, Finance) to ensure all communications are consistent with company values and aligned with business moments.
Own the trade-offs: the CEO wants constant ‘at-a-glance’ updates, People needs comms on a new policy, and you'relaunching a culture program. You’ll create a cadence of what actually getsdone, when, and communicate those calls clearly to stakeholders.
Establish scope: you'lldevelop the communications calendar and set expectations about what this role can realistically deliver. Your approach should be to determinewhether or when requests don'tfit and whether we need to change approach so that they do.
Navigate incomplete information: many decisions will come without full context. You'recomfortable making editorial and strategic calls and iterating from there, rather than waiting for perfect clarity.
Build cross-functional alignment without formal authority: you'llcoordinate with People, exec leadership, Finance, Legal, and others using your influencing abilities. You'reskilled at surfacing conflicts early and finding paths forwardthat work for everyone.
Scale yourself: identifyhigh-leverage activities vs. low-leverage busy work. As you grow the role (potentially adding team members), you architect what stays with you and what can be delegated.
Work closely with the CEO and exec team to develop messaging frameworks for key announcements, fundraises, product milestones, and business pivots.
Provide editorial feedback and counsel on executive communications (emails, Teams or other internal communication updates, presentations), ensuring tone and clarity serve the moment.
Produce high-quality, high-impact content: exec talking points, all-handspresentations, recorded messages, and email campaigns.
Help leadership stayaware of how messaging lands internally; serve as a translator between exec intent and employee experience.
Use AI tools (Claude, ChatGPT, Sana/Galileo, etc.) in the craft of internal communications: drafting, editing, repurposing content, generating talking points, and scaling comms across channels.
Help establishhow AI augments (not replaces) human-centered comms at E-Space, especially as we shape the company's internal AI narrative.
Stay current with evolving AI tools and bring experimentation to internal comms-using AI to reduce manual work while keeping authentic voice.
The functions of this role include the following:
Internal Communications Infrastructure
Culture, Belonging & Retention Programs
Priority Management & Operatingin Ambiguity
Executive Partnership (Lighter Touch)
AI-Enabled Communications Work
What you will bring
5-7 years of experience in internal communications, culture, employee experience, or related function at a fast-paced tech or deep-tech company.
Demonstrated track recordof building or significantly scaling an internal communications program: can point to specific systems, channels, or programs you architected from scratch or materially elevated.
Experience producing or owning high-quality All Hands meetings, quarterly business reviews, or similar large-scale company moments.
Track recordof building culture programs (team celebrations, recognition, belonging initiatives, or retention-focused work) that genuinely moved the needle.
Comfort working with AI tools in communications; experience developing or owning an AI-related narrative strongly preferred.
Experience operatingeffectively in high-ambiguity environments; comfort with incomplete information and founder-led decision-making.
Excellent written and verbal communication skills; ability to engage and influence both technical and non-technical audiences.
Strong executive presence: able to interface withfounder/CEO and exec leadership with judgment and confidence. Not intimidated by senior people; able to give honest feedback when it matters.
Ruthless about prioritization: can hold both strategy and execution, articulate a long-term visionAND execute the details. More importantly, you can say no, and explain why, when new asks don'tfit the plan or why the timing is not right.
Skilled at influencing without authority: you navigate competing stakeholder demands, surface conflicts early, and find solutions that work across functions. You don'thave to manage people to get things done.
Genuine love oftalking to people: curiosity about what makes teams tick, what employees care about, and how to translate that into programs and messaging.
High attention to detail, strong editorial judgment, and ability to distill complex ideas into clear, compelling language.
Comfortable in ambiguity and moving fast: early-stage scaling company, ad-hoc asks, founder-led energy. You see this as an opportunity, not a burden.
Video editing, design fluency, or other production skills a plusbut not required.
Experience & Background
Skills & Mindset
The role sits at the intersection of exec visibility, peopleoperations, and culture. You'llhave direct access to the CEO and leadership team, close partnership with People, and real agency to shape how the company communicates with itself as we scale.
Bonus points for the following
Experience developing or owning an AI-related internal narrative.
Video editing, design fluency, or other production skills.
Prior experience operating in a founder-led or high-ambiguity scaling environment.
Candidates with the following skills or experience will be viewed positively: