Built different.
Measured fairly.
A warm, strengths-based profile across four performance dimensions — designed with neurodivergent minds in mind. Not a label. Not a diagnosis. A clearer view of how you (or your candidate) actually work at your best.
Neurodivergent isn't broken. It's a different operating system — and the right tools make it shine.
Martial A. Peter — Founder & Coach
Four dimensions that quietly shape how you perform.
Decades of peer-reviewed performance research, distilled into four practical signals — then re-tuned for neurodivergent minds. No pass/fail. No deficit framing. Just a clear picture of how you operate at your best, and where small adjustments make a disproportionate difference.
Strengths-first, never deficit-led.
Most assessments score how closely you match an idealised neurotypical worker. We don't. The Neuro Diversity Success Factors profile shows how each dimension actually shows up in your work — what energises you, what drains you, and where the practical levers sit.
The 25 questions are written in plain language — no jargon, no clinical framing. They use everyday workplace situations, then triangulate the underlying signal across multiple items so the result holds up.
Built in Brisbane by financial planner and performance coach Martial A. Peter — the same researcher behind The Success Factor, now adapted with neurodivergent thinkers, ADHD coaches and autistic professionals to ensure the language and constructs land respectfully.
What we look at — and why each one matters.
Drive
(once called 'grit')
How you pursue work that genuinely matters to you. For many neurodivergent minds, drive runs through interest and purpose — not endurance. We measure both depth of focus and recovery.
Self-Regulation
(once called 'self-control')
How you manage attention, energy and impulse — including the strategies you've already built (timers, body-doubling, sensory tools). Strategy counts.
Structure
(once called 'planning')
How you turn intentions into next actions. We look at the scaffolding you use — calendars, lists, rituals — not whether you tick a neurotypical 'organised' box.
Recovery
(once called 'emotional regulation')
How you ride emotional waves and bounce back from sensory or social overload. Strong recovery is one of the most under-recognised performance assets in neurodivergent professionals.
Not a score. A snapshot you can act on.
Each dimension comes back as a band — Strength, Steady, or Growth — paired with two paragraphs: what this looks like at your best, and where small tweaks pay off. No leaderboard. No comparison to other people.
Sample profile · Anya · Senior PM
A focused, recovery-led operator.
Strongest in: Drive · Recovery
She protects deep focus — and shores up her scaffolding.
Anya's profile suggests she does her best work in long uninterrupted blocks on problems she cares about, and she recovers quickly from setbacks. Her growth edge is structure — she's been carrying systems in her head, and the cost is mounting.
Her one-page report names three concrete adjustments — including a pre-built scaffolding template, a sensory recovery protocol, and a way to negotiate focus blocks with her manager — calibrated to her profile, not a generic neurodivergent checklist.
Same methodology. Three ways to use it.
Individuals & founders
A profile that explains how you work — and a coaching-led report you can take to a manager, a partner, or a coach. Plus 1:1 coaching with Martial when you want to go deeper.
Explore the individual track →Recruiters & search firms
An ethical, defensible signal you can offer alongside the CV. Surface neurodivergent candidates' real strengths — and protect placements that often slip through brittle assessments.
Explore the recruiter track →HR & hiring leaders
A neurodiversity-confident hiring tool. Role-calibrated profiles, ATS-ready, integrated with your existing process. Move from compliance language to genuine inclusion.
Explore the HR track →Role-calibrated profiles for every job.
We're rolling out role-specific profiles — so the same four dimensions are weighted to the realities of each position. A neurodivergent founder, a senior engineer, and a customer-success lead all need different scaffolding. Their profiles should reflect that.
Vision endurance and recovery cadence.
For founders the load is uneven. The profile flags where their natural cadence shines, and where they need a co-pilot.
Deep focus and protected solitude.
Engineering profiles weight drive and recovery higher; structure is satisfied by tooling more than calendars.
Recovery, regulation, and rhythm.
For managers we look at how they regulate under interruption — and where their scaffolding supports the team, not just themselves.
Pacing, recovery, and after-call rituals.
The high-context, high-rejection roles demand deliberate recovery; we name what's working and where to lean.
Hyperfocus and divergent thinking.
We celebrate what neurodivergent creatives bring — and surface the structure that protects their craft.
Pattern recognition and quiet systems.
Ops minds run on structure that's invisible until it's missing. We make it visible.
What people ask before taking it.
Take 12 minutes. Get a profile that respects how you actually work.
No score. No pass/fail. A coaching-led snapshot you can take to your manager, your team, or your own next step.
Start the profile