Internal Communications Lead

Why Faculty?

We established Faculty in 2014 because we thought that AI would be the most important technology of our time. Since then, we’ve worked with over 350 global customers to transform their performance through human-centric AI. You can read about our real-world impact here.

We don’t chase hype cycles. We innovate, build and deploy responsible AI which moves the needle - and we know a thing or two about doing it well. We bring an unparalleled depth of technical, product and delivery expertise to our clients who span government, finance, retail, energy, life sciences and defence.

Our business, and reputation, is growing fast and we’re always on the lookout for individuals who share our intellectual curiosity and desire to build a positive legacy through technology.

AI is an epoch-defining technology, join a company where you’ll be empowered to envision its most powerful applications, and to make them happen.

The Internal Communications Lead will build the machine and communications culture that keep Faculty's leadership and teams genuinely connected as we scale - carrying vision, strategy and our worldview on AI to every team undiluted, and surfacing the stories from across the business worth telling

This role has two core mandates:

1. Building the internal communications machine - you will design and own how leadership and our teams stay connected day to day - whether live or written, scheduled or ad hoc, and whatever formats a genuinely global, always-on business needs. You will build the architecture - cadence, ownership, structure - so the right message reaches the right people at the right moment, and noise becomes context rather than clutter.

2. Culture, Voice & Connection at Scale - you will be the person who makes sure leadership's vision, strategy and worldview on AI actually reach our teams everywhere, honest and crisp, without being diluted, delayed, or lost in translation as we grow. Leadership owns their voice and their point of view - that stays theirs. Your job is building the stage it's delivered from: sharp, timely, and sensitive to how a message lands differently across cultures and geographies.

What you own

• The voice going down - The communications framework and rhythm that allow the Faculty Leadership to effectively communicate their vision, strategy and worldview on AI to every team, wherever they are in the world, undiluted and on time.

• The voice from Accenture to Faculty - Point person for relevant Accenture news, updates and requirements that the Faculty teams need to know.

• The detective work - Some of the best things happening at Faculty aren’t visible from the top. A team quietly solved a hard client problem. Someone's work never got the credit it deserved. A pattern of small wins nobody's connected into a story yet. You go looking for this, building the instincts and the relationships across the business to find the stories worth telling.

• How we organise ourselves to communicate effectively - The architecture and judgment behind all of it so our people get a clear read of what matters without being buried under what doesn't.

What you will be doing

Forums & Formats

• 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

Channel Architecture & Cadence

• 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

Storytelling & Culture

• 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

Leadership & Collaboration

• 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

What we are looking for

• 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.

Our Interview Process

1. Talent Team Screen (30mins)

2. Introduction with the Hiring Manager (60 mins)

3. Panel Interview involving pre work (75 mins)

Our Recruitment Ethos

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 i