Start an Inclusive Interview and Assessment Firm

1. 1

   Define the distinct service you deliver

   This is not hiring-process consulting (a separate card advises employers on redesigning the funnel) and not inclusive-hiring tech implementation (also its own card). You DELIVER the accommodated evaluation itself: running work trials, structured skills assessments, and accommodated interviews for the employer's candidates, and returning a capability-based read the standard interview would miss. Position it as a done-for-you service, per role or per cohort.

2. 2

   Build a rigorous, job-relevant methodology

   Design assessments that measure the actual skills a role needs (a paid work sample, a structured task, a low-pressure technical exercise) with accommodations built in: clear instructions, extra time where appropriate, sensory-considerate settings, and no reliance on eye contact or small talk as proxies for competence. Ground it in fair, validated assessment practice so results are defensible and genuinely predictive. The methodology is your product.

3. 3

   Center candidate dignity and consent

   Candidates must know what to expect, what accommodations are available, and how their information is used, and they must consent to it. The point is to let people show real capability, not to test their disability. Handle any disclosed needs privately and respectfully, and never share more with the employer than the candidate agrees to. Trust from candidates is part of what makes the results real.

4. 4

   Package and price it for employers

   Sell per role, per cohort, or as a retained program for companies running neurodiversity or disability hiring initiatives. Price on the value of better hires and fairer evaluation, and be clear about deliverables: the assessment design, its delivery, and a capability report. Employers with autism-at-work or disability-inclusion programs are your natural buyers, alongside companies that keep losing good neurodivergent candidates at the interview stage.

5. 5

   Prove better outcomes and grow on results

   Track the outcomes that matter to buyers: quality of hire, retention, and candidate experience. Case studies showing that accommodated assessment surfaces strong hires the interview would have rejected are your best sales tool. Grow by deepening relationships with employers running standing programs and by partnering with the consultancies and platforms that redesign hiring but do not deliver the assessments themselves.

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