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    Everything you need to hire better

    AI matching

    Our algorithm analyzes signals from each candidate and your job post to send you only the profiles with real compatibility.

    Authentic video CV

    See the candidate before the interview. A 90-second video says more about skills and communication than a 2-page PDF.

    Guided onboarding

    Publish your job post in 5 minutes. We guide you step by step: company culture, technical requirements and salary expectations.

    Real-time dashboard

    Candidates viewed, active matches, response rate and average time to hire. Everything centralized and updated instantly.

    Diverse, inclusive talent

    Access a tech talent pool with candidates who have ADHD, dyslexia, autism and other forms of neurodivergence. Diversity that adds up.

    Direct chat with candidates

    Talk to shortlisted candidates with no middlemen. Schedule interviews directly from the platform.

    What are reasonable workplace accommodations?

    Process adjustments, not lower expectations. For people with ADHD, autism or dyslexia, small changes in how work is organized can be the difference between a role where someone struggles to fit in and one where they do their best work. Most of these accommodations cost nothing: they cost intention.

    ADHD

    Written instructions in addition to verbal ones, clear priorities broken into steps, and minimizing interruptions during focus blocks.

    Autism (ASD)

    Predictable routines, direct and literal communication (no double meanings), and advance notice before any change of plans or environment.

    Dyslexia

    Assistive reading tools, extra time for written tasks, and materials in accessible formats (audio, visual outlines).

    These are real accommodations that DivMinds candidates themselves list on their profile:

    Flexible scheduleRemote workSensory-friendly officeWritten communication preferredQuiet workspaceExtra time for interviews

    Why hiring neurodivergent talent adds real value

    It's not just a social responsibility checkbox: it's access to profiles that think differently, which is highly valuable in technical, QA and analytical roles.

    • Different thinking styles catch patterns and errors that other profiles miss, especially in code review, quality assurance and data analysis.
    • Sustained focus on precision tasks, common in both ADHD (hyperfocus) and autistic profiles.
    • When the work environment is right, retention tends to be high — that's why companies that keep dedicated programs running sustain them for years, not as a one-off experiment.
    • A team with real cognitive diversity improves how complex problems get solved, by combining different ways of analyzing the same information.

    Large companies already do this, for years

    You don't need to be a multinational to start, but it helps to know this path has already been proven at scale.

    SAP — Autism at Work

    A dedicated hiring program for talent on the autism spectrum, running since 2013 and expanded to teams in several countries. SAP publishes its own case studies about the program.

    See source

    JPMorgan Chase — Autism at Work

    Started in 2015 with a small team of software testers, today it covers dozens of different roles across several countries, with specific training for managers and teammates. JPMorgan Chase publishes its own results about the program.

    See source

    Checklist: how to run a genuinely inclusive interview

    What to ask and what to offer before you sit down with the candidate.

    1. 1Send the agenda and main questions in advance instead of improvising them on the spot.
    2. 2Ask directly what accommodations the candidate needs — don't assume anything based on their diagnosis.
    3. 3Offer alternatives to a live video call if it causes sensory overload (for example, optional camera or written questions).
    4. 4Give extra time to think and respond: silence doesn't mean a lack of answer.
    5. 5Avoid abstract questions or double meanings; phrase everything in a concrete, literal way.
    6. 6Weigh practical tests or portfolio work above social impression during the interview.
    7. 7Give clear feedback within a defined timeframe, whether or not the candidate got the role.

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