Why Haystack Skips the Interview Entirely
At Haystack, we’re designing a smarter way to find great talent, one that works for everyone, not just those who excel at interviews. The reality is, traditional hiring processes unintentionally screen out many highly capable neurodivergent individuals, especially autistic candidates. And the issue isn’t one specific trait, it’s the overall impression an autistic person may give in an interview setting.
Research shows that autistic candidates are often rated as less likable or more awkward, even when their qualifications match or exceed their peers (Sasson & Morrison, 2019). This is a design flaw in the system, not in the individuals. Conventional training tries to solve this by coaching candidates to “mask” their differences but masking is exhausting, unsustainable, and ultimately sets people up to fail once hired (Hull et al., 2017).
At Haystack, we take a different route: we sidestep the traditional interview process entirely.
Instead of judging candidates on how well they answer unpredictable questions under artificial pressure, we use dynamic, game-based assessments that measure how people actually think, problem-solve, and adapt in real-world-like scenarios. No polished scripts, no forced eye contact, no performance anxiety, just real insight into real ability.
We also work with employers to reframe how they understand neurodivergent talent. Studies show that when employers both learn about autism and are aware that a candidate is autistic, they’re significantly more likely to evaluate fairly and focus on strengths rather than perceived social differences (Brosnan et al., 2016).
This dual approach of diagnostic transparency paired with education dramatically improves hiring outcomes. As summarized by the Child Mind Institute, embracing neurodiversity is about creating environments where different brains can thrive.
For employers, it means better hiring decisions. For neurodivergent individuals, it means a fair shot. And for investors, it opens up a powerful opportunity: access to a massive, historically underutilized talent pool, paired with a scalable, evidence-based platform that works better than outdated methods.
The world is full of brilliant minds that don’t shine in interviews. Haystack is built to find them.