Neurodiversity and AI in Hiring: Who Gets Filtered Out Before Anyone Sees Them
Most hiring processes were designed without neurodivergent candidates in mind — and it shows. Timed assessments, unstructured interviews, rigid communication norms: the standard screening gauntlet systematically removes people whose brains work differently, regardless of whether those people would be exceptional at the actual job.
AI tools are supposed to make hiring more objective. For neurodivergent candidates, they often make it worse — pattern-matching on communication styles and response formats that have nothing to do with capability, and filtering out exactly the people who bring the…
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