Careers

Health & Wellness

• Comprehensive medical, dental, and vision insurance.
• Mental health resources and employee assistance program.

Financial Security

• Annual merit-based performance increases and incentive-based compensation.
• 401(k) with company contribution.
• Short term disability insurance coverage

Work-Life Balance

• Generous paid time off and company holidays.

Growth & Development

• Personal and professional development workshops

Company Culture

Mission-Aligned Mindset

Staff understand and genuinely value neurodiversity. They recognize that inclusion is not just a program goal for clients but a principle that guides how they work with one another. This shows up as empathy, patience, and respect for different communication styles and sensory needs.

Clear, Accessible Communication

The organization uses communication methods that accommodate a range of processing styles—concise written instructions, visual supports when appropriate, predictable meeting agendas, and opportunities for questions in multiple formats. Staff avoid assumptions and encourage clarification without judgment.

Flexible Work Practices

The workplace offers flexibility in workflows and environments. This might include encouraging the use of headphones, adjustable lighting, remote work options on occasion, breaks when needed, and structured routines for those who prefer them. The nonprofit recognizes that flexibility increases productivity and well-being for everyone, not just neurodivergent employees.

Psychological Safety and Belonging

Employees feel safe to express ideas, needs, and concerns. Leaders model vulnerability and openness, and coworkers practice active listening. Mistakes are treated as opportunities for growth rather than reasons for blame.

Inclusive Decision-Making

Because it’s a small team, staff are encouraged to contribute to decisions that affect programs, clients, and internal culture. This participatory approach ensures diverse perspectives—especially neurodivergent voices—shape the organization’s direction.

Strength-Based Leadership

Managers focus on the unique strengths of each employee and design roles to leverage those strengths. For example, someone with strong pattern-recognition skills might be responsible for data tracking, while a person with strong empathy may excel in client support.

Ongoing Learning About Neurodiversity

The organization invests in continual education about autism and related experiences, including self-advocacy perspectives and lived-experience voices. Training is not a one-off event but part of the organization’s ongoing professional development.

Transparent Policies and Fair Practices

Policies around recruitment, advancement, and accommodation are clear, consistently applied, and openly shared. Hiring practices prioritize both diversity and equity, using tools such as structured interviews and accessible job descriptions.

Celebration of Differences

The culture genuinely values diverse backgrounds, identities, and abilities. Employees feel encouraged to share aspects of themselves—including cultural traditions, communication preferences, and lived experiences—without fear of stigma.

Community Connection

The team builds relationships with the autism community and incorporates feedback from clients, families, and autistic self-advocates, reinforcing a shared sense of purpose and belonging.