Creative Writer Intern (Summer 2026)

AccuWeather is seeking a highly creative, strategic, and deeply collaborative Creative Writer to transform weather data, forecasts, and breaking storm coverage into powerful, memorable, and brand‑aligned storytelling. This role operates within a highly cross‑functional environment, working in close coordination with Corporate Communications, Forecast Operations, and Content teams, as well as partnering with meteorologists, on‑air talent, digital producers, and marketing stakeholders. Success in this position depends on the ability to align with multiple departments, incorporate expert input, and execute against established messaging priorities—this is not a role operating independently, but one built on constant collaboration and shared direction.

The Creative Writer plays a critical role in translating complex meteorology into clear, trusted, and engaging narratives that inform, prepare, and inspire action for media partners, enterprise clients, and global consumers.

Key Responsibilities
Weather Storytelling & Narrative Development

Craft engaging, accurate, and brand‑aligned descriptions of weather patterns, major storms, climate trends, and forecast developments.

Translate complex meteorological concepts into clear, compelling, and consumer‑friendly language.

Develop creative angles and thematic storylines for major weather events (hurricanes, winter storms, severe outbreaks, heat waves, atmospheric rivers, etc.).

Shape consistent terminology and descriptive frameworks for recurring forecast patterns and seasonal outlooks.

Public Relations & Media Support

Partner closely with the Public Relations team to ensure approved, brand‑aligned weather descriptions and impact‑driven language are consistently integrated across all external communications, including press releases, media pitches, spokesperson talking points, and media interviews.

Support spokesperson preparation with impactful messaging that reflects AccuWeather’s authority and credibility.

Generate media‑ready narratives that position AccuWeather as the leading voice in forecast accuracy and severe weather insight.

Partner with meteorologists and producers to script on‑air segments, explainer pieces, and long‑form weather features.

Develop headlines, teases, segment descriptions, and digital story copy for web, app, OTT, and broadcast platforms.

Create consistent storm naming explanations, forecast descriptors, and impact‑driven phrasing for multi‑platform distribution.

Work closely with social and digital teams to produce concise, high‑impact weather messaging optimized for rapid consumption.

Brand Voice & Innovation

Maintain and evolve AccuWeather’s authoritative, trustworthy, and forward‑looking brand voice.

Develop creative language that reinforces Superior Accuracy™ and the real‑world impact of forecasts.

Identify new ways to describe weather phenomena that are vivid, memorable, and scientifically sound.

Contribute to internal language standards and terminology guidelines across departments.

Perform other duties as assigned.

Qualifications
Required:

Bachelor’s degree in Journalism, Communications, English, Marketing, or related field.

Exceptional storytelling ability with strong command of tone, clarity, and audience targeting.

Experience writing under deadline pressure, particularly in breaking news environments.

Ability to distill complex or technical subject matter into accessible language.

Strong collaborative skills with the ability to work across editorial, scientific, and executive teams.

Preferred:

Interest in or familiarity with meteorology, climate, environmental science, or data‑driven storytelling.

Experience supporting executive communications or high‑visibility media initiatives.

Creative thinking grounded in accuracy and credibility.

Crisis and breaking news responsiveness.

Brand voice stewardship.

Excellent organizational and time management skills.

Ability to work effectively both independently and within a team.

Commitment to Diversity & Inclusion
AccuWeather is an Equal Opportunity/Affirmative Action Employer. We are committed to equal employment opportunity to all applicants and existing employees and we evaluate qualified applicants without regard to race, creed, color, national origin, sex (including pregnancy and gender identity/expression), sexual orientation, age, ancestry, physical or mental disability, marital status, political affiliation, religion, citizenship status, genetic information, veteran status, or any other basis protected under applicable federal, state, or local law. AccuWeather is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e‑mail to human.resources@accuweather.com and let us know the nature of your request and your contact information.

Voluntary Self‑Identification
For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in AccuWeather Careers’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

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We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

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