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Fixed typo
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Player One
Player One
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In the US, unless you need accommodations for the interview itself, you don't mention the disability up front. You want them to consider you the best choice and be a bit invested in getting you, before they know accommodations will be needed. At And this is in a country that DOES have laws against discrimination.

So yes, I think you should try to get as far as you can in the interview process before disclosing that. If they first see you as a competent programmer that could be an asset to their company, they are more likely to work with you.

Once you get a job offer, in the US, then you mention the need for accommodations. With no laws protecting you, you might want to wait until you have a signed contract, or whatever the standards are, so they are less likely to back out.

In the US, unless you need accommodations for the interview itself, you don't mention the disability up front. You want them to consider you the best choice and be a bit invested in getting you, before they know accommodations will be needed. At this is in a country that DOES have laws against discrimination.

So yes, I think you should try to get as far as you can in the interview process before disclosing that. If they first see you as a competent programmer that could be an asset to their company, they are more likely to work with you.

Once you get a job offer, in the US, then you mention the need for accommodations. With no laws protecting you, you might want to wait until you have a signed contract, or whatever the standards are, so they are less likely to back out.

In the US, unless you need accommodations for the interview itself, you don't mention the disability up front. You want them to consider you the best choice and be a bit invested in getting you, before they know accommodations will be needed. And this is in a country that DOES have laws against discrimination.

So yes, I think you should try to get as far as you can in the interview process before disclosing that. If they first see you as a competent programmer that could be an asset to their company, they are more likely to work with you.

Once you get a job offer, in the US, then you mention the need for accommodations. With no laws protecting you, you might want to wait until you have a signed contract, or whatever the standards are, so they are less likely to back out.

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thursdaysgeek
thursdaysgeek
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In the US, unless you need accommodations for the interview itself, you don't mention the disability up front. You want them to consider you the best choice and be a bit invested in getting you, before they know accommodations will be needed. At this is in a country that DOES have laws against discrimination.

So yes, I think you should try to get as far as you can in the interview process before disclosing that. If they first see you as a competent programmer that could be an asset to their company, they are more likely to work with you.

Once you get a job offer, in the US, then you mention the need for accommodations. With no laws protecting you, you might want to wait until you have a signed contract, or whatever the standards are, so they are less likely to back out.