For employers
Recruit differently.
Work better.
You are not short of candidates. You are short of a process that finds the right ones. We fix the process, brief your managers, and stay involved long enough for the hire to actually stick.
Or email hello@neuroaffirmrecruitment.com.
The problem
Your process is filtering out the people you are trying to hire.
Unstructured interviews test confidence, not competence. Job ads list requirements the role does not have. Onboarding assumes everyone reads a room the same way. None of it is deliberate, and all of it is fixable.
- AI screening that turns people away before anyone reads their application. Just over a third (35%) of recruiters and employers say they have missed strong candidates because AI reduces human intuition (CV-Library, April 2026).
- Interviews that reward small talk over the work itself
- Adjustments handled as an exception, late and awkwardly
- Managers who want to do right and have never been shown how
- Good hires who leave inside a year for reasons nobody names
How we work
Three things, in the order they matter.
- 1
Review the process
We go through the ad, the sift, the interview and the onboarding, and show you where good people are dropping out.
- 2
Find the candidates, and brief your managers
From a network that trusts us because we do not put them through processes that waste their time. Then a practical, specific hour with the people who will interview. Not awareness training: what to do differently on Monday.
- 3
Stay for the landing
We check in with you and with the person you hired through probation, so small things do not become big things.
Training
An hour that changes how your managers hire.
Half your problem is not the process, it is the twenty people running it. We train hiring managers in what to say, what not to ask, and how to handle an adjustment request without making it a moment.
Training for hiring managers
Questions employers ask
Do we have to change our whole process?
No. We start with the parts that lose the most good people, usually the job advert and the interview, and suggest specific, small changes. Most cost nothing, and they help every candidate, not only neurodivergent ones.
What adjustments will we be asked to make?
Changes to the process, agreed with you before anyone meets. For example: the interview questions in advance, a clear plan for the day, a different format or a quieter room, time to think, or a short practical task in place of a story about a past job.
What does it cost, and when do we pay?
We agree the fee, and when it is due, with you before we start looking for candidates. Reviewing your current process with you is free, and useful whether or not you go on to work with us.
Find the people you need, and keep them.
Tell us about the role you are trying to fill, or where good people drop out of your process. You can also ask us for our self-assessment form. It helps you take an honest look at where you are now, so the free review has a structure and we spend time on what will help you.