About us
About us
About us
Working together to improve your life
My career coaching experience dates from 2018, when I began facilitating a weekly job club for those on the Autism spectrum. It continues through the present, coinciding with more than 30 years experience as a recruiter.
As a career coach, I provide career-, work-, and general business-related consultation and coaching to individuals and groups. I work with all levels and types of clients and my focuses are on individuals with ADHD and those on the Autism spectrum, those employed in the Tech Sector, and executives from the manager to the vice-president level.
Keith Halperin
CEO & Founder
Why I do what I do
Neurodivergency Coaching
My motivation to focus on neurodivergency coaching stems from the fact that I am neurodivergent myself. I am probably what is now called AuDHD, which means both being on the Autism spectrum (AS) and having ADHD. Why “probably”? Because I have never been formally diagnosed for either. Formal diagnoses are very expensive to obtain as an adult. But several years ago we learned that our son is on the Autism spectrum, and as I learned about the spectrum, the more I seemed to have many typical characteristics of AS. I now tell people: “If I’m not on the spectrum, I’m damn close to it.”
And later, as I also began to counsel people with ADHD, I saw many of those characteristics in myself as well. Consequently, I believe myself to be a member of both “clubs.”
As a person with AuDHD, I can empathize with both AS and ADHD individuals and know that if I had had someone like me helping my younger self, I would have been spared much frustration and disappointment. That is what I hope to accomplish with my coaching.
As the saying goes, I know a thing or two because I’ve seen a thing or two. My firsthand experience with a wide array of organizational cultures and challenges lets me offer a perspective and level of expertise in employee relations and recruiting strategy that is unparalleled. Whether addressing the nuances of team dynamics, improving hiring practices, or cultivating a healthier workplace culture, I bring valuable, real-world knowledge that few can match.
Business Coaching
I specialize in business coaching with a focus on employee relations and recruiting strategy, drawing on an extensive background that spans more than three decades. During this time, I’ve accumulated a wealth of experience both as an employee and as a recruiting professional, giving me a well-rounded understanding of workplace dynamics from multiple perspectives.
Throughout my career, I have worked with more than 70 organizations, ranging from small startups to major international corporations. I have experienced a broad spectrum of work environments, from those that were nearly perfect models of productivity and harmony to others that were deeply dysfunctional and toxic. I have seen the best and worst of what businesses can offer, providing me with unique insights into how workplaces succeed—or fail.
Why work with me?
If you are on the Autism spectum, you might want to talk about work-related issues such as:
1. Navigating Workplace Social Dynamics
Interpreting social cues, managing workplace relationships, and understanding unspoken rules and expectations.
2. Managing Sensory Overload and Workplace Environments
Coping with noisy, bright, or chaotic environments that can cause stress and impact focus and performance.
3. Advocating for Accommodations and Support
Learning how to communicate your needs effectively, such as requesting accommodations or explaining your strengths and challenges to colleagues or supervisors.
If you have ADHD, you might want to talk about work-related issues such as:
1. Challenges with Focus, Organization, and Time Management
Prioritizing tasks, meeting deadlines, and maintaining organization to help avoid stress and increase productivity.
2. Interpersonal and Communication Struggles
Coping with impulsivity, recognizing social cues, and managing misunderstandings with coworkers and managers that impact workplace relationships.
3. Managing Emotional and Mental Well-being at Work
Dealing with low self-esteem, burnout, or frustration stemming from ADHD symptoms and their impact on work performance.
If you are managing someone with ADHD, you might want to talk about work-related issues such as:
1. Supporting Time Management and Focus
Helping prioritize tasks, meet deadlines, and manage distractions effectively.
2. Providing Clear Structure and Expectations
Establishing routines, breaking tasks into manageable steps, and communicating expectations clearly to reduce overwhelm.
3. Leveraging Their Strengths While Addressing Challenges
Encouraging creativity and problem-solving abilities while supporting areas like organization, impulsivity, or emotional regulation.
If you are managing someone on the Autism spectum, you might want to talk about work-related issues such as:
1. Creating an Accommodating and Inclusive Work Environment
Ensuring the workspace and team dynamics support their sensory, social, and communication needs.
2. Providing Clear Communication and Constructive Feedback
Delivering clear, structured instructions and actionable feedback to set them up for success.
3. Fostering Growth and Well-Being
Supporting their professional development while addressing stress, burnout, or emotional challenges with empathy.
If you are a manager, director, or vice-president, you might want to talk about employee-relations issues such as:
1. Handling Workplace Conflicts
Resolving interpersonal disputes, managing difficult personalities, and fostering a collaborative team culture.
2. Improving Employee Engagement and Retention
Addressing morale, job satisfaction, and career development to reduce turnover and boost performance.
3. Ensuring Fairness and Consistency
Applying policies, performance evaluations, and disciplinary actions equitably while maintaining employee trust and compliance.
If you are a manager, director, or vice-president, you might want to talk about strategic recruiting issues such as:
1. Attracting Top Talent
Developing competitive strategies to target high-quality candidates through effective outreach methods, managerial empowerment, and professional expertise.
2. Building a Diverse and Inclusive Workforce
Creating recruiting processes that prioritize diversity, equity, and inclusion to strengthen team innovation and representation.
3. Streamlining Recruitment Processes
Optimizing hiring workflows, from job descriptions to candidate evaluations, to reduce time-to-hire and improve decision-making efficiency.