Director, Internal Communications & Employer Brand

Circle (NYSE: CRCL) is one of the world’s leading internet financial platform companies, building the foundation of a more open, global economy through digital assets, payment applications, and programmable blockchain infrastructure. Circle’s platform includes the world’s largest regulated stablecoin network anchored by USDC, Circle Payments Network for global money movement, and Arc, an enterprise-grade blockchain designed to become the Economic OS for the internet. Enterprises, financial institutions, and developers use Circle to power trusted, internet-scale financial innovation. Learn more at circle.com.

What you’ll be part of:

Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder.

What you'll be responsible for

As Director, Internal Communications & Employer Brand, you'll drive two of our most visible functions shaping how Circle is understood — by employees, by candidates, and by the world. This is a highly cross-functional role for a strategic builder, operator, and storyteller who can shape programs, elevate standards, and partner across the business to deliver clear, credible, and compelling communications.

You'll play a central role in advancing Circle's internal communications approach across a distributed, global, remote-first workforce — helping employees stay informed, aligned, and connected to the company's strategy, priorities, and culture. You'll also advance Circle's employer brand, translating the employee experience into a strong, differentiated presence in the talent market.

What you'll work on

Internal Communications

• Partner with senior leaders and cross-functional stakeholders, including HR and Corporate Communications, to develop internal communications plans for major initiatives, organizational moments, and company priorities – not reactive support, but proactive counsel on what to say, when, and how.

• Help shape how Circle communicates company strategy and OKRs internally, translating priorities into messaging that feels relevant and actionable for employees across functions and regions.

• Build and scale internal communications programs in partnership with the Employee Experience Director and other cross-functional partners to support engagement, connection, and understanding across a distributed workforce.

• Evolve and maintain the operational infrastructure that makes communications effective and scalable, including: editorial planning, channel governance, distribution practices, and measurement frameworks.

• Support Circle's  intranet strategy and evolution, serving as the business owner steering this work in partnership with IT.

• Support sensitive, high-stakes, and change-related communications with sound judgment, strong stakeholder partnership, and attention to timing, tone, and employee impact.

Employer Brand

• Drive the ongoing evolution of Circle's employee value proposition (EVP) in partnership with Talent Acquisition, People leadership, and Marketing, ensuring it reflects real employee experience and talent priorities.

• Lead employer brand storytelling and content strategy across priority channels — careers content, employee stories, social content, recruiting campaigns, and talent-facing moments.

• Partner with Talent Acquisition to strengthen candidate experience as a brand touchpoint, using survey insights, feedback, and market signals to identify opportunities for improvement.

• Build and maintain employer brand intelligence infrastructure — including LLM/AI sentiment monitoring across major platforms and competitive benchmarking against talent peers.

• Drive Circle's presence in employer awards, recognition programs, and talent-focused external opportunities that reinforce the company's reputation as a destination employer.

• Build and own Circle's alumni network — selecting and launching the right platform, developing community strategy, and creating engagement touchpoints that keep former Circlers connected to the brand as advocates, referral sources, and potential boomerangs.

• Ensure alignment between employer brand, people narrative, and broader corporate story so candidates and employees experience a consistent, authentic picture of Circle.

Content & Cross-Functional Partnership

• Oversee the development of high-quality content across internal and talent-facing audiences — executive messaging, employee features, onboarding communications, event content, and campaign materials.

• Partner closely with Corporate Communications, Talent Acquisition, Employee Experience, and the broader People & Workplace team to ensure messaging is coordinated, timely, and mutually reinforcing.

• Drive key communications moments in the employee lifecycle, especially new hire and onboarding communications, in partnership with program owners.

• Serve as a trusted thought partner and communications advisor to People & Workplace leadership, Corporate Communications and cross-functional stakeholders.

• Bring a change-management lens to communications planning, helping teams communicate in ways that build understanding, reduce ambiguity, and support adoption.

AI-First Operations

• Build repeatable, AI-enabled workflows across internal communications and employer brand that improve speed, consistency, and scale while preserving quality and editorial judgment.

• Use AI tools across the communications lifecycle — research, synthesis, drafting, localization, content adaptation, measurement, and workflow design.

• Contribute reusable prompts, templates, and automations to Circle's shared AI ecosystem so the function benefits from scalable ways of working.

• Identify where automation can improve the operating model — recurring content workflows, campaign support, insights generation, and process coordination.

• Model strong judgment around where AI should accelerate work and where human voice, sensitivity, or relationship context should remain central.

What you'll bring to Circle

Core Requirements

• 12+ years of progressive experience in internal communications, marketing, HR communications, content strategy, or a related field, including meaningful experience operating in complex, cross-functional environments.

• Exceptional writing and editorial judgment across formats, with the ability to adapt voice and messaging for executives, employees, candidates, and cross-functional audiences.

• Strong strategic instincts paired with operational discipline — able to move between big-picture program design and the details required to make systems run well.

• Strong track record driving internal communications programs at a fast-moving, global company — including communications planning, leadership messaging, editorial strategy, and stakeholder advisory work.

• Experience shaping or scaling employer brand efforts, including EVP development, talent storytelling, campaign planning, or employer brand measurement.

• Comfort using data and insights to assess effectiveness, identify opportunities, and improve communications outcomes.

• Proven ability to influence across functions and levels, build trust quickly, and drive progress through partnership rather than formal authority.

• People management experience, with a track record of developing talent, giving clear feedback, and building strong, resilient teams.

• Demonstrated AI fluency in a communications, content, or brand context — you actively use AI to improve quality, speed, and scale, and can translate that into practical team workflows.

Preferred

• Background in financial services, fintech, digital assets, or another fast-evolving, highly regulated industry.

• Experience supporting communications through rapid growth, organizational change, or major business inflection points (IPO, M&A, rapid scaling).

Circle is on a mission to create an inclusive financial future, with transparency at our core. We consider a wide variety of elements when crafting our compensation ranges and total compensation packages.

Starting pay is determined by various factors, including but not limited to: relevant experience, skill set, qualifications, and other business and organizational needs. Please note that compensation ranges may differ for candidates in other locations.

We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status, or any other protected status required by the laws in the locations where we hire. Additionally, Circle participates in the E-Verify Program in certain locations, as required by law.

Should you require accommodations or assistance in our interview process because of a disability, please reach out to accommodations@circle.com for support. We respect your privacy and will connect with you separately from our interview process to accommodate your needs.

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