We are seeking a high-impact Head of Internal Communications to build and lead internal communications across Seismic. Reporting directly to the Chief Human Resources Officer, this leader will shape how we connect company strategy to employees, activate our mission, vision, and values, and drive alignment during periods of growth, transformation, and integration. This is a highly visible role for a strategic communicator, executive advisor, and culture builder who can translate business priorities into clear, compelling narratives that inspire action, reinforce culture, enable performance, and strengthen employee engagement.

We are seeking someone who currently lives in Seattle, WA or San Diego, CA. 

• 8–12+ years of experience in internal communications, corporate communications, executive communications, or related roles.
• Experience operating in high-growth SaaS, technology, or transformation-oriented environments.
• Proven ability to advise CEOs, C-level executives, and senior leaders on messaging, narrative, and communication strategy.
• Strong track record supporting executive communications, large-scale change, business transformation, or M&A integration; M&A experience is strongly preferred.
• Exceptional writing, storytelling, and editorial judgment, with the ability to turn ambiguity into simple, compelling communication.
• Strong business acumen and the ability to translate strategy into action for employees and leaders.
• High judgment, discretion, and comfort handling sensitive information in fast-moving, high-visibility situations.
• Currently live in Seattle, WA or San Diego, CA

1. Enterprise Internal Communications Strategy: Build the operating rhythm, channels, mechanisms, and measurement approach that keep employees informed, connected, and aligned to Seismic’s priorities. Establish a consistent drumbeat for CEO and executive communications, while developing mechanisms to understand employee communication needs and sentiment. 
   
   
2. Executive & Leadership Communications: Partner directly with the CEO and ELT to craft high-stakes messaging, including strategy shifts, performance updates, organizational changes, and key leadership moments. Prepare executive narratives for All Hands, QBRs, and other company forums, and build manager communication toolkits that improve cascade effectiveness.
   
   
3. Mission, Vision & Values Activation: Translate MVV into clear, practical narratives that help employees understand what it means for how we work. Reinforce those messages consistently through communication touchpoints, leader messaging, manager enablement, and employee storytelling.
   
   
4. M&A Integration Communications: Partner with HR, Legal, and business leaders to manage sensitive, high-ambiguity communications with clarity and care. Define the integration narrative and messaging roadmap, clarify organizational changes, priorities, and timelines, and proactively address employee concerns.
   
   
5. Employee Insight, Measurement & Continuous Improvement: Build a data-driven internal communications function that uses employee insights, engagement data, and feedback loops to continuously improve messaging, channels, and communication strategy.

What success looks like:

• Employees understand where Seismic is going, why it matters, and what is expected of them.
• Communications operate as reliable mechanisms that employees and leaders count on.
• Executives view this role as a strategic thought partner for narrative, messaging, and communication strategy.
• Leaders are better equipped to communicate with their teams and reinforce priorities through change.
• M&A integration communications feel coordinated, transparent, and intentional, meeting employees where they are in the change curve.
• Communication becomes a lever for performance, accountability, culture, and engagement—not just information sharing.

At Seismic, we’re committed to providing benefits and perks for the whole self. To explore our benefits available in each country, please visit the Global Benefits page.