In this episode of Job Search for High-Performing Misfits, Melissa Vining is joined by vocational rehabilitation counselor and workplace neurodiversity consultant Charles Kransberger for a powerful conversation about why traditional hiring methods fail so many brilliant, capable people — especially those who are neurodivergent — and what to do instead.

Together, they explore a better way forward: skills-based hiring. Instead of relying on gut feelings, small talk, or “vibes” in interviews, Charles advocates for giving candidates the opportunity to show their skills through project-based assessments, portfolios, and real-world examples — creating a more inclusive, effective, and practical hiring process for both job seekers and employers.

If the usual interview process has never really worked in your favor, this episode will help you rethink how you show your skills and find spaces where you can truly do your best work.

What You’ll Learn:

• Why traditional interviews often fail qualified candidates
• What skills-based hiring really looks like in practice
• How to build and use a simple interview portfolio
• How to identify green flags for neuroinclusive workplaces
• When (and when not) to disclose neurodivergence at work
• How environment and flexibility impact performance and burnout

Guest Bio:

Charles Kransberger is a Vocational Rehabilitation Counselor and workplace neurodiversity consultant on a mission to create value for organizations and neurodistinct professionals. His career in the disability and neurodiversity space has spanned technology start-ups, state vocational rehabilitation agencies, universities, non-profits, and entrepreneurship. Charles is passionate about helping businesses embrace authentic neuroinclusion by elevating and amplifying neurodistinct perspectives, and by demonstrating the compelling “business case” for cultivating an organizational culture where minds of all kinds belong and contribute to the level of their capabilities. Charles envisions a future of work where scalable, authentic neuroinclusion propagates within company cultures, human capital strategies, and tech-enabled solutions. During his evenings and weekends, Charles helps neurodistinct students and professionals take the next step on their career journey through 1-on-1 career counseling.

Connect with Charles:

http://www.linkedin.com/in/charles-kransberger-ma-crc-1363961a7

https://app.wiztherapy.com/intake/VuuzC8eh6S/

https://www.nitw.org/job-seekers#talent-database

Episode Timestamps:

00:36 – Meet Charles Kransberger

03:43 – “The job wasn’t the right fit” vs. “I’m the problem”

05:23 – The “spiky profile” and a strengths-based lens on neurodivergence

07:00 – Preparing for support needs across environments

08:56 – Self-advocacy without formal accommodations

10:15 – Neurodivergent identity and workplace culture

11:15 – How neurodiversity at work has evolved since 2013

12:25 – Signs of a neuroinclusive organization

14:10 – Why inclusion is better for everyone (system design)

16:11 – Skills-based hiring vs. traditional interviews

17:07 – What project-based hiring looks like in real life

19:13 – Using a portfolio to support interview success

22:23 – Why there’s no one-size-fits-all solution

25:50 – Burnout, remote work, and work environment fit

27:59 – Disclosure: risks, rewards, and personal choice

31:44 – Financial realities vs. ideal conditions

33:16 – A message for managers and leaders

35:08 – Neuroinclusion as a leadership advantage

36:54 – Where the movement stands in 2025

37:22 – Where to find Charles

P.S. If you’ve found this episode helpful and want to support the podcast, ⁠buy me a coffee here⁠! Your support helps me keep creating content that helps high-performing misfits find work that fits.

We’ve covered clarity, employers, branding, impact, and storytelling. Now, in the final episode of the Job Search Reset series, we’re focusing on something many job seekers avoid: real human interaction.

It’s easier to sit behind a screen and apply online — but the truth is, human connection is what helps you rise above a competitive job market.

You’ll learn how to:

• Reframe "networking" into authentic community building rooted in shared commonalities
• Ask for help in a way that feels natural — and gets results
• Pair online applications with thoughtful human outreach to get eyes on your resume
• Build rapport in interviews by finding personal points of connection

This isn’t about being transactional — it’s about belonging. When people like you, relate to you, and remember you, everything changes.

Episode Timestamps
00:00 – Welcome and series context
01:03 – Why human-to-human interaction is harder (but necessary) in your jobsearch
01:54 – Rethinking “networking” as community and relationship building
04:49 – How shared commonalities create trust and familiarity
06:02 – What to ask for (and what not to ask for) when seeking help
08:25 – Why you should pair human connection with online applications
10:18 – How a personal note can pull your resume out of the stack
11:17 – Human connection in interviews: why likability matters from minute one
14:16 – The KPIs of networking: Kids, Pets, Interests (credit: Emily Worden)
14:43 – Final encouragement for high-performing misfits in a tough job market

What’s next? This wraps up the Job Search Reset series — but I have so much more planned to help you find work that truly fits. If there’s a topic you want me to explore, send me a message on LinkedIn!

P.S. If you’ve found this series helpful and want to support the podcast, buy me a coffee here! Your support helps me keep creating content that helps high-performing misfits find work that fits.