innotrace^TMLLC

We help organizations design strategy, policies, hiring practices, and culture programs that work for neurodivergent and neurotypical employees alike. That includes ADHD, autism, dyslexia, dyspraxia, Tourette's, and more — but the work is broader than any single diagnosis. It is about making your systems flexible enough that more people can do their best work.

Most engagements start with a short discovery: stakeholder interviews, a review of your current policies and hiring funnel, and a conversation about what "success" looks like. From there we propose a scoped plan — strategy, training, policy, hiring support, accommodations, or culture work — sized to your team and timeline.

Both. We work with companies of roughly 25 employees up through multinationals. Smaller engagements tend to be focused (e.g., "redesign our hiring loop") while larger ones span multiple workstreams. We will tell you honestly if we are not the right fit.

Workshops can be a single day. A focused policy or hiring redesign typically runs four to eight weeks. A full strategy + rollout engagement is generally three to six months. We do not believe in retainers for the sake of retainers — when the work is done, the work is done.

We have worked across technology, healthcare, financial services, professional services, and the public sector. The principles transfer well — what changes is the regulatory and operational context, which we adapt to in scoping.

We define metrics with you up front: retention, engagement scores, time-to-productivity, accommodation request volume and resolution time, hiring funnel conversion, and qualitative culture indicators. You should know whether the work is working.