About us
About us
About us
Working together for your better life
My experience dates from 2018 (where I began facilitating a weekly Virtual Job Club for those on the Autism Spectrum for AASCEND.org) through the present, and coincides with my 30+ years in recruiting.
Objective:
I provide career-, work-, and general business-related consultation and coaching with a broad range of services to individuals and groups, both private-pay and corporate. I work with all levels and types of clients and my focuses are on individuals with ADHD and/or on the Autism Spectrum, those employed in the Tech Sector, adn executives from manager, director, through vice-president.
Keith Halperin
CEO & Founder
WHY I DO WHAT I DO
Neurodivergency Coaching
The main reason I do neurodivergency coaching is because I am neurodivergent myself, probably what is now called AuDHD which means both being on the Autism Spectrum (AS) and having ADHD. Why do I say “probably”? That’s because I’ve never been formally diagnosed for either- it’s very expensive to do so when you’re an adult… Several years ago, my wife and I learned that our son is on the AS, and the more I learned about the spectrum, the more I seemed to have several characteristics that often AS people possess. I now tell people: “If I’m not on the spectrum, I’m damn close to it.”
However, in some ways I am very different from most spectrum members- I’m quite gregarious, like variety, and do not think linearly. Also, as I began to counsel people with ADHD, I also saw many of the characteristics that they display in myself as well. Consequently, I believe myself to be a member of both “clubs”.
As I see myself as 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 such a wide array of organizational cultures and challenges enables me to 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.
Over the course of my career, I’ve worked as a contractor for approximately 70 different organizations, ranging from a small 7-person startup to what was, at the time, the 15th largest company in the world. These roles exposed me to 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. This diverse exposure has allowed me to see the best and worst of what businesses can offer, equipping me with unique insights into how workplaces succeed—or fail.
WHY YOU WOULD WANT TO SPEAK WITH ME
If you have ADHD, you might want to talk about work-related issues such as:
1. Challenges with Focus, Organization, and Time Management
ADHD can make it difficult to prioritize tasks, meet deadlines, and maintain organization, leading to stress and decreased productivity.
2. Interpersonal and Communication Struggles
Issues like impulsivity, difficulty reading social cues, or misunderstandings with coworkers and managers can 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 on the Autism Spectum, you might want to talk about work-related issues such as:
1. Navigating Workplace Social Dynamics
Challenges with interpreting social cues, managing workplace relationships, or understanding unspoken rules and expectations.
2. Managing Sensory Overload and Workplace Environment
Difficulty 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 their needs effectively, such as requesting accommodations or explaining their strengths and challenges to colleagues or supervisors.
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 them 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.
