Head of Communications & Brand

Job Description

Job Description

About Lumafield

Lumafield builds industrial X-ray CT scanners and physical AI software that let engineers see inside the things they make without cutting anything apart. Founded in 2019, the company sells a platform of scanners and analysis software to manufacturers in medical devices, batteries, automotive, electronics, aerospace & defense, and consumer products. In September 2026 we introduced Quality Agent, an agentic AI system that learns what a good part looks like and finds defects nobody thought to look for.

Our $75M Series C was led by IVP, with G2 Venture Partners and Wellington Management joining Spark Capital, DCVC, Kleiner Perkins, Lux Capital, and Matter Venture Partners.

Our scans have been widely featured in top-tier press like the Financial Times, NYT Wirecutter, and the Verge, and we’ve built owned channels that engineers love, like Scan of the Month and the Go/No-Go podcast, viral social media hits on Instagram, Reddit, and X, and fruitful collaborations with creators like Linus Tech Tips, Adam Savage, and Mark Rober.

Lumafield is headquartered in San Francisco, CA. and has an office in Cambridge, MA. 

Why this role exists

We’ve made our scans famous. Now we’re investing in our marketing program to make our brand famous to the people who decide whether to deploy us across a factory network: VPs and C-level leaders in engineering, manufacturing, and quality, plus investors, policymakers, and the engineers we want to hire.

We’re looking for an experienced, energetic leader who’s able to tell clear stories through owned editorial, external communications, social media, and overall brand expression.

This role is a senior leadership position and manages a growing, high-performing team.

What you'll own:

• The company narrative. A concise argument about what Lumafield is and why it matters, ready to engage with thoughtful reporters, enterprise buyers, and serious investors.

• Earned media. Company-level coverage in top-tier business and tech press, plus the journalist and creator scan-support work we already do well. You'll lean on your network and pitch personally. You’ll use outside help where it is genuinely additive, but for the most part we want to build a team that’s able to tell the best stories ourselves.

• The CEO platform and executive visibility. Ghostwriting, prep, booking, op-eds, podcasts, and stage time. Turn a few hours of our CEO’s time every week into visibility and engagement.

• Speaking and conference placement. Get us on the programs and panels that matter in physical AI, advanced manufacturing, and defense-industrial tech, and recruit top-tier guests when we host panel discussions at our event space.

• Owned editorial. Provide direction for the Go/No-Go podcast and First Article: maintain the theses, book guest interviews, and make them drive our business.

• Creative direction, brand, and website experience. You'll direct our video and social media programs and set the bar for how the brand looks and sounds.

• The team. Two experienced, high-performance direct reports and the opportunity to hire a third immediately.

What we expect in the first year:

These are the outcomes you’ll work toward.

1. Company-level features in top-tier business and technology outlets, plus a repeatable cadence of scan-driven stories with journalists and creators. Plus, a relationship map of reporters, hosts, conference programmers, and writers who care (or should care) about what we’re doing.

2. A working CEO platform: a predictable weekly writing rhythm, substantive external appearances.

3. Owned editorial that drives engagement with the audiences our business needs to reach, not just viewership counts.

4. A functioning team: three creatives working effectively under a high-level brief, executing against a thoughtful and ambitious editorial calendar.

About you:

We don't have a specific requirement for years of experience; we’re mostly looking for evidence of excellent, highly-effective work in past roles. Successful candidates will likely have at least 10 years of experience, but we’re open to exceptional candidates who are earlier in their careers.

We’re interested in:

• Published work you personally made. You changed how a technically complex company was perceived, and you can point to the results, tell us what you wrote, pitched, or produced, and explain what did or didn't work.

• Media relationships you built yourself. You can name reporters, hosts, newsletter writers, and podcast producers you'd be able to message today and get an answer from, and describe how each relationship started.

• Evidence you can learn a hard technical domain. You don't need a manufacturing background. You do need to be the sort of person who reads about how the world’s best products are made because it's interesting. You should be able to hold a real conversation with an engineer at one of our customers within a month.

• Effective management. You’ve directed other people’s creative output, whether employees, contractors, or agencies, and created outstanding work.

Bonus points:

• You've been the voice behind a founder or executive, drafting in their voice and creating a platform.

• You've built an owned media property–a podcast, newsletter, publication, or recurring report–that found an audience.

• You already have access in the physical AI, advanced manufacturing, or defense-industrial world: the conference producers, podcast hosts, and panel organizers who decide which voices to showcase.

All employees receive stock options in addition to salary. Benefits include medical, dental, and vision coverage and a 401(k).

This role is in our San Francisco office, in a building where scanners run and there is always something interesting to look inside.

Lumafield is an equal opportunity employer. If you're close but not a perfect match on one dimension, tell us which one and why the rest of the case is strong.

In keeping with our beliefs and goals, no employee or applicant will face discrimination or harassment based on: race, color, ancestry, national origin, religion, age, gender, marital domestic partner status, sexual orientation, gender identity, disability, genetic information or veteran status. 

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.