Career Strategy·Employer Access·Workplace Success
For neurodivergent jobseekers who want to build a career that fits their strengths, interests, and working style.
Finding the right career path can take more than a good resume. It can require a clearer understanding of what you do well, what kind of work environment allows you to perform at your best, how to position your experience, and how to approach employers effectively.
Neurodivergent Career Partners provides individualized career strategy and hands-on employment support, from defining your direction and developing your professional foundation to connecting with employers and supporting you through the transition into a new role.
Who We Work With
We work with neurodivergent jobseekers at every stage: entering the workforce for the first time, searching for a better fit, changing course, or returning to work after time away. Families are often part of the process too, especially with students and younger professionals, though our focus stays on the individual and the career path ahead of them.
How We Help
Discovery & Direction
A focused exploration of your experience, strengths, interests, career goals, and working preferences. We design a practical direction for the roles, companies, and work environments worth pursuing.
Career Foundation
Build the professional materials and search strategy needed to compete effectively, including your resume, LinkedIn profile, and interview preparation.
Employer Outreach & Reverse Recruiting
When you are ready for direct employer engagement, Alan and August can reach out to companies on your behalf, introduce you to relevant contacts, and stay involved through the hiring process.
Onboarding Support
Getting hired is only the beginning. We provide practical support as you enter a new position, including manager communication and 30/60/90-day check-ins.
A Different Kind of Search
Our approach is hands-on, tailored session by session to the person in front of us. We take the time to understand the individual, identify where they are most likely to succeed, and shape the search around that path instead of running a standardized process, mass applications, or automated job scraping. When direct employer outreach is appropriate, that means real conversations with real people.
Start With a Conversation
Every engagement begins with an introductory conversation to determine whether our model is a fit for your goals.
Also Hiring Neurodivergent Talent?
JPMorgan Chase's Autism at Work program found participants were up to 92% more productive in specific roles compared to neurotypical peers. If you're an employer exploring neurodivergent hiring, or you've been contacted by Alan or August on behalf of one of our clients, here's more about how we work with organizations.