# Neurodiversity Hiring, Interview & Candidate Accommodation Protocol

An inclusive hiring framework designed to evaluate genuine technical capability while eliminating artificial interview bias and unneeded executive strain.

## 1. Job Descriptions & Application Phase
- **Essential Skills Only:** Strip generic laundry lists (e.g. "rockstar communicator", "thrives in chaotic multi-tasking") in favor of clear, measurable role competencies.
- **Transparent Process:** Publish the exact stages of the interview process and typical evaluation criteria upfront in the job listing.

## 2. Interview & Technical Assessment Accommodations
- **Advance Questions:** Provide interview topics or structural questions 24-48 hours before the conversation to allow structured preparation.
- **Practical Work Samples:** Replace high-stress whiteboard coding or trick riddles with practical, take-home exercises or open-book realistic tasks.
- **Alternative Formats:** Allow candidates to submit written responses or portfolio walkthroughs in place of conversational interviews where appropriate.

## 3. Post-Offer & Onboarding
- **Sensory & Work-Style Questionnaire:** Proactively ask new hires about their preferred hardware, lighting needs, communication style, and focus schedule before Day 1.