Internal Communications & Events Manager

About this role

ABOUT FLUIDSTACK

We exist to make humanity more free. For most of human history, you farmed or you starved. Technology gave people more time for the things they wanted to do, instead of things they had to do. Powerful AI will be the biggest lever for human choice we've ever built - but only if models are aligned with what humanity actually wants. There are groups building AI who don't share these goals. Whoever deploys frontier compute infrastructure fastest will decide whether AI expands human freedom or shrinks it.

We're singularly focused on delivering 10 to 100s of GWs of compute faster than anyone else, rethinking every layer of the stack. We acquire power, design and build data centers, and operate them - with teams spanning hardware and software. Speed and scale are our key differentiators. Come be a part of building civilization-scale infrastructure for AI.

We hire people who care deeply about this problem space. If that is you, please apply!

THE PEOPLE TEAM

Examples of key problems the team is working on

- Make leaders keep pace with hiring. Headcount grows faster than management practice, and the gap shows up as struggling managers and teams. You'll embed with leaders and coach them to manage well through rapid change.

- Be the partner leaders actually trust. This isn't an HR compliance function. You'll coach managers through hard performance conversations, partner on team structure, and support people through career transitions, grounded in advocacy for the person and the org at once.

- Scale yourself across a fast-growing org. Coverage starts broad and narrows as the company grows. You'll support many teams at once now and build the practice that lets People Partnering scale with the company.

WHY THIS ROLE EXISTS

As Fluidstack grows, information gaps and inconsistent communication can erode trust if they are not addressed intentionally. This role exists to create a clear communication rhythm and shared experiences that help employees stay informed, connected, and confident in the company’s direction.

ABOUT THE ROLE

You will own two things that shape how Fluidstack employees experience the company: internal communications and events. These are equal halves of the role, not a primary and a side project.

On the comms side, you own the cadence and quality of company-wide communications, lifecycle notifications (onboarding, promotions, departures), and the channels through which employees stay informed. On the events side, you own social programming, team-building, company gatherings, and the rituals that nurture a sense of belonging as the company grows.

Clear, consistent communication and intentional shared experiences are essential as a company grows. Getting these right builds trust; getting them wrong erodes it. This work deserves a dedicated owner who cares deeply about both the words and the experiences; someone thoughtful enough to get the tone right on a difficult announcement and creative enough to design an event people actually look forward to.

You will report into the People team and work closely with leadership, People Ops, and Workplace to make sure what we say and what we create for employees matches who we actually are.

WHAT YOU WILL DO

FIRST 30 DAYS

- Complete onboarding and audit the current state of both internal comms and events: what exists, what’s missing, what’s inconsistent.

- Map the full employee lifecycle from a communications lens: what do people hear (or not hear) at each stage?

- Inventory the current events landscape: what’s happening, what’s working, what’s missing, what employees actually want.

- Establish a baseline communication cadence: what gets communicated, how often, through which channels, by whom.

- Meet with leadership, department heads, and Workplace to understand information gaps and appetite for programming.

BY 60 DAYS

- Own and execute a regular internal communications calendar. Employees know when to expect updates and where to find them.

- Design and implement lifecycle notifications: new hires, role changes, departures. Consistent format, appropriate tone, timely delivery.

- Plan and execute at least one company-wide or cross-office event. Own the full lifecycle: concept, logistics, promotion, execution, feedback.

- Establish a social programming cadence that goes beyond one-off events — something employees can anticipate and look forward to.

- Build a lightweight feedback loop so you know if both comms and events are landing or missing.

BY 90 DAYS

- Internal comms at Fluidstack have a recognizable cadence and quality bar. Employees notice the difference.

- Events and social programming have a repeatable system — a calendar, a budget, a feedback mechanism — that doesn’t rely on heroics each time.

- You are the go-to person for both “how do we communicate this?” and “how do we bring people together for this?”

- You’ve identified the next set of investments across both comms and events and have a plan for the next quarter.

WHAT WE ARE LOOKING FOR

- Love of learning and intense curiosity about what makes people feel informed, included, and connected.

- Kindness and care in how you communicate, especially when the message is difficult or the stakes are high.

- Clarity, approachability, and precision in communication. You can take a complex or sensitive topic and communicate it in a way that is honest, complete, and human.

- Design thinking and problem-solving, applied to both words and experiences.

- You have owned internal communications and/or events at a company where both mattered; where getting either wrong had real consequences for trust and engagement.

- You can plan and produce events (from a 20-person team dinner to a 600-person all-hands) with attention to both logistics and experience design.

- You can context-switch between writing a sensitive leadership announcement and coordinating a cross-office social event. Both require care; th

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