Hiring infrastructure for autistic, ADHD, dyslexic, and other neurodivergent professionals. The strongest retention of any program we run: 94% where it's properly used. The talent is real; the standard interview format is what's broken.
The competitive argument for hiring leaders. How we actually work, for neurodivergent professionals.
Neurodivergent talent includes some of the strongest pattern recognition, sustained focus, and analytical depth in the market. Standard interview formats systematically filter them out. The fix is structural, and the retention payoff is significant.
Standard interview formats reward improvisation, eye contact, and verbal fluency under social pressure, none of which predict job performance. We work with employers who interview the way the work actually happens.
The structural choices that distinguish a real neuro-inclusion program from a marketing-department version.
Standard interview formats, rapid-fire questions and social-pressure simulations, reward charisma over capability. We replace them with formats that surface ability: structured technical assessments, take-home samples, paired-work sessions.
The most common failure is hiring a neurodivergent candidate into an unprepared workplace. We run pre-hire training with the hiring manager and team: communication adaptations, accommodations, and the changes that decide thriving versus leaving in year one.
Workplace adjustments are not concessions; they are the conditions under which neurodivergent talent does their best work. Quiet workspace, written-first communication, predictable schedules, sensory-friendly meeting practices: these are planned before day one, not negotiated after the first incident.
The operational picture for hiring leaders, and what the candidate experience looks like for neurodivergent professionals.
Not every role is a fit. We identify roles where neurodivergent strengths in pattern recognition, sustained focus, and structured analytical output align with the work. QA, cybersecurity analysis, data engineering, and model validation are exceptional fits; customer-facing sales, less so.
Before the first interview, a 90-minute training with the hiring manager and team covers communication norms, sensory considerations, and the accommodations the role needs. The single highest-leverage investment in retention.
We source through neuro-inclusion ecosystem partners (Specialisterne, Autism Speaks Workplace, Daivergent, Mentra, and university disability services offices) combined with our own community-building investments. Many candidates are not actively job-searching in conventional channels.
Interview format is adapted to the work and candidate: technical roles get a structured assessment, a paired-work session, and one conversational interview; analytical roles get take-home samples instead of whiteboards. Capability, not social fluency.
Workplace adjustments are in place on day one: workspace, communication norms, schedule. The 30/60/90 check-ins focus on whether the environment is working, not just the work. Friction caught early, before it compounds.
Tell us the role family and the work environment. We'll evaluate fit honestly. If the program is right, we'll come back with a structure that works for your team.