Marketing ADHD in Today’s Job Market

The job market is tough enough; even more so when you have ADHD.

Yes, there are hacks on how to navigate your job search with ADHD. But how do you FRAME it to an employer when you have a nontraditional career path? How do you get them to look past job hopping? Or freelancing work? And how do you realistically discuss ADHD strengths without calling them "superpowers" or getting boxed in by stereotypes?

Here are some insights from my own lived experience, my clients', and my approach as an ADHD career coach.

1. Reframe Past Failure as Learning Opportunities

Many ADHD job seekers experience rejection sensitivity dysphoria (RSD), which can make any career feel like a personal failure - when it’s really about fit. The wrong supervisor, role, expectations, or work environment can ruin our self esteem.

That’s what leads us to over-apologize for things like job hopping, gaps, and nonlinear career paths… 

Employers aren’t looking for an apology. They want to know, quickly and concisely:

• what you’ve learned, 

• how you work best,

• what it’s like to manage you,

• how you’ll work alongside their team,

• and what conditions help you stick around and succeed.
  

Instead of mentioning “I struggle with focus,” try:

“I work best with clear priorities and quick feedback loops. When expectations are clear, I deliver high-quality work quickly and creatively.”

Then stop talking. They will ask follow up questions if they want to know more.

Mock interviews are a great way to practice keeping answers to 1–2 minutes so you’re giving clarity, not your autobiography.

2. Highlight ADHD Strengths

ADHD strengths often look like:

• thriving in fast paced environments

• doing your best work with multiple interesting projects

• thinking clearly under pressure

• offering creative solutions and improving workflows

• hyperfocusing on meaningful work

• connecting ideas others overlook

• building genuine rapport

• bouncing back quickly and trying new approaches
  

Translate these into language employers understand:

“Highly adaptable,” “creative problem solver,” “strong under pressure,” “fast learner,” “energized by new challenges.”

This helps them see your value immediately.

Note: Interviews are where these soft skills and themes shine. I don't want to see these phrases on anyone’s resume. Resumes are for relevant technical skills to land you the interview.

3. Be Selective About Disclosure

You get to decide when, if, and how you disclose ADHD. Many clients choose to describe their workstyle instead:

“I use focus tools because I do my best work in short, high-energy bursts.”

If you decide to name ADHD directly, think ahead to:

• what you want your supervisor to understand,

• what accommodations you may need,

• and the potential response.
  

And, if possible, wait until you start a new job before disclosing or requesting for accommodations.

Bias exists. Strategy helps. If you want to rehearse the conversation, script it, or pressure-test different versions, we can discuss it during a coaching session.

4. Let Your Results Do the Talking

Metrics cut through bias and instantly show your value. Use specifics like:

• reduced processing time by 30 percent

• completed a two week project in 48 hours

• created ideas that increased revenue or engagement

• built a workflow that saved team six hours a week
  

Numbers give hiring managers something solid to hold onto — not assumptions.

TLDR;

The biggest change I see in ADHD job seekers is this:

They stop trying to “fix” what’s wrong with them or force consistency. They start building a job search that works with their brain instead of against it.

When that happens:

• interviews feel easier,

• resumes finally sound like them,

• confidence stabilizes,

• and job offers fit who they are.
  

Marketing ADHD today is not about hiding your brain. It is about clarity, ownership, and communicating the strengths employers actually need.

Your brain is not the problem.The system is.