Questions employers ask
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.
What happens if the placement does not work out?
If the person leaves within the first three months, we find you a replacement free of charge. We check in with both sides through probation, so problems usually come up while they can still be fixed. Our terms of business set out the details.
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.
We are a small business. Is this only for big employers?
No. Small teams often adapt faster than big ones. The free review of your process works the same whatever your size, and we only suggest changes that fit how you work.
Can you help with someone already in our team?
Yes, with their agreement. We can help you and them agree adjustments, and train their manager. Please do not name them, or tell us about their health, in your first message. We will not discuss them further without their knowledge.
What if our hiring manager is not on board?
That is common, and usually because nobody has shown them how. Our manager training is practical and an hour long: what to say, what not to ask, and how to handle an adjustment request without making it a moment. Most managers want to get this right.
Will you tell us about a candidate's diagnosis?
Only what the candidate agrees to share. They decide what we may tell you. What you need for the role, such as the adjustments that help them work well, we pass on with their agreement, before you meet.
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 do we get from the free review of our process?
We go through your job ad, sift, interview and onboarding with you, and show you where good people are dropping out and what it is costing you. It is free, and useful whether or not you go on to work with us. Send us a message to arrange it.
Can we book the manager training on its own?
Yes, whether or not you are hiring. The training is an hour with your hiring managers: what to say, what not to ask, and how to handle an adjustment request without making it a moment. Ask us what it costs.
What happens after the person starts?
We stay involved. We check in with you and with them through probation, so small things do not become big things.
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.