Accessibility and accommodations
A screening interview should measure how you would do the job, not how you use a microphone or a mouse. If any part of the format would put you at a disadvantage, ask for an adjustment. Asking never counts against you and is never shown as a flag.
Last updated 15 September 2026.
How to ask
Email the recruiter named on your invitation before you start. Their address is on the invitation page and in the invitation email. The employer decides on adjustments, so the request goes to them directly. You do not need to explain a diagnosis; say what would help.
What can be adjusted
- Typed answers instead of spoken ones. Available whenever the employer has not required spoken answers. If it has, ask the recruiter: they can allow typed answers for you specifically, before you start, without changing the interview for anyone else.
- Pasting text. In a recorded interview, pasting into the answer box, the code editor and the whiteboard is turned off and each attempt is noted in the record. If an assistive tool you rely on inserts text by pasting, ask the recruiter: they can allow pasting for you, and blocked attempts are then not recorded.
- Time. The interview clock is 30 minutes for every candidate and cannot be paused or extended in the product today. If a timed interview is a barrier, tell the recruiter; how to accommodate it is the employer's decision.
- Questions in advance. Employers may share the topics or the planned questions with you before you start.
- Camera off. Where the employer made the camera optional you can decline it in one click ("Continue without camera") at the device check.
What the interview needs today
A laptop or desktop computer with a current browser and a microphone; screen sharing when the employer turns proctoring on. Phones are not yet supported. The interface uses standard controls, visible focus states and readable contrast, and we are working toward WCAG 2.1 AA across the candidate flow. Speech recognition can be less accurate for some accents and speech patterns; if you notice the transcript misreading you, typed answers are the right accommodation.
What monitoring never does
The session events shown to the employer (tab switches, leaving the window, camera off) are context, not verdicts, and we do not analyse faces, eye movement or emotion. Assistive technology such as a screen reader or speech-to-text tool is not penalised. See how the interview is monitored.
Report a barrier
If something in the interface blocked you, tell the recruiter named on your invitation which page it was and what happened. The employer can arrange how you continue and can pass the problem on to us to fix.