Questions candidates ask

Yes. If you think differently and recruitment keeps getting in your way, we are here for you. You do not need a label, a diagnosis or certainty. Tell us how you work and what gets in the way, and we will start there.

No. Assessment waits can run to years, and plenty of people never go looking for one. We never ask for proof. If you know how you work and what gets in the way, that is what we need.

No. Gaps happen for all sorts of reasons, and you do not have to explain yours unless you want to. We talk about what you can do and what you want next, and help you decide how to describe the gap to an employer.

Because we change the process, not you. We agree your adjustments before you meet anyone, ask employers to share interview questions in advance, and brief your potential manager. The aim is an interview that tests the work, not how well you cope with the interview. And we only put you forward for roles that suit how you work.

Someone will read it properly and reply within two working days, by email unless you have said otherwise. Then we arrange a first conversation in whatever way suits you. You do not need to prepare anything. If our form is paused, email or call us instead, and the same applies.

You decide. We only tell an employer what you have agreed, in words you have seen first. Some people want everything shared. Others want only their adjustments mentioned, with no label. Both are fine, and you can change your mind at any time about what we share from then on.

That is fine. Tell us if you can, even in one line, or simply go quiet. We will not keep chasing you. When you are ready, get in touch and we will pick up where you left off. If you would rather we deleted your details, ask and we will, apart from anything the law says we must keep for a while.

That is normal. Plenty of people can say what has gone wrong long before they can say what helps. We work it out with you, starting from what has made past jobs and interviews harder.

We talk to them first. Most refusals come from not understanding the request, and most adjustments cost little or nothing. Employers also have a legal duty to make reasonable adjustments for disabled people, which often includes neurodivergent people. If an employer still says no, we tell you straight, and you decide whether to carry on.

We do not post job adverts. We start with how you work, then look for roles that fit. Typical jobs on the For candidates page shows the kind of work we place people in. We recruit at every level, from first jobs to senior roles.

Nothing. Employers pay us. The law does not allow recruitment agencies to charge you a fee for finding you work, and we would not anyway.

No. The employer pays us when you start the job. So we only do well when a placement works for you and for them.

No. A placement that does not last is bad for everyone, and worst for you. We give you a straight account of each employer, and you decide. Saying no to a role never counts against you.

Yes. You are welcome to bring a parent, partner, friend, job coach or support worker to any conversation with us. Mention it when you get in touch, and we will plan the conversation around it.

No. We ask how you would like us to get in touch, and we stick to it: email, a phone call, or a video call with your camera off. If you would rather we wrote to you before we speak, say so and we will.

No. The form asks for your name and email address, and everything else is up to you. A CV helps, so if you have one, email it to us. If you do not, we can help you write one, for free.

It depends on you and on the roles that suit you. We aim for no more than four weeks from registering to a first role. We only put you forward for roles that suit how you work, so we would rather wait for the right one than send you to every interview going.

Yes, at any time. Tell us what you would like changed, or ask us to delete what we hold about you. The Privacy page explains how.