Potentia helps companies run better by leveraging neurodiversity through innovative workforce programs and technology project services. Potentia connects leading employers with untapped talent pools, with an emphasis on autistic individuals - including college graduates - in areas such as IT, Engineering and repetitive task roles.

Our applicants can struggle with traditional interviews, but can be excellent employees as demonstrated by leading companies that embrace neurodiversity including SAP, Ernst & Young, Microsoft, JP Morgan Chase, Amazon, Walgreens and Hewlett Packard. These companies see lower turnover, higher employee engagement - especially among millennials, more innovation, and tax benefits as a result.

Operating as usual

Potentia Health Registry - For Schools and Universities

Shawn Fry, Chief Innovation Officer for Potentia (a Neurodiversity Consulting Firm) and former Hospital CIO shares why our product will help schools and universities reopen and manage the COVID crisis effectively. Utilizing our tool, parents and students will know that staff have all of the information at their fingertips to make informed decisions. Parents will also be informed of any necessary information instantly, as our app also acts as a communication tool between Parents/Students and school leadership, involving everyone in the solution. www.education.potentiahealthregistry.com

PHR Helps Businesses and Schools to Reopen Successfully

The Potentia Health Registry (PHR) https://education.potentiahealthregistry.com/ is a technology platform that monitors the presence of #COVID19 symptoms, exposure and testing for schools, businesses and communities looking to reopen successfully.

Check out this press release on how #neurodiverse individuals at Potentia are delivering #innovative solutions to help schools reopen in the fight against #COVID. So glad to be working with The Gateway Academy!


Watch Potentia's Jeff Miller and Shawn Fry today at 11:30ET/10:30CT on Wolf + Friends.


Tonight, at 5PM EST, join Jeff Miller, our CEO and Jane Hanson on an episode of Curious Jane! Watch on instagram live!


Potentia's cover photo

Photos from Potentia's post


Potentia Careers

Please visit and like our new page - Potentia Careers! We will be moving towards this page completely in the next few weeks. Thank you!

Potentia provides career opportunities for talented neurodiverse individuals through client programs and projects.

Communicating Change in Chaotic Times

First, I hope this post find you and yours healthy and faring well amid all the chaos of this past week.

As leaders, we all face challenges and this past week has certainly presented its share. For those of us who work with spectrum candidates, challenges can present opportunities – and those can be opportunities which can benefit your entire organization. I’m sharing Potentia’s Change Management General Guidelines in the hopes they may be helpful to some.

1. Early and Often. When more things are out of our control than we would like, take control of what you can. This is includes frequency of communication, any current or contingency plans you can cover, as well as when the next update will occur. Partial information, well delivered, is always better than leaving your folks wondering.

2. Explain what you can. What are the reasons for the change? What is the expected impact on the team? On individuals? What will not be impacted? Be open about what you don’t know now and how and when you plan to gain knowledge and share it.

3. Confirm Understanding. As my basketball coach at Williams used to say. “It’s only a good pass if it’s caught.” This is especially true with communication. Take the time to make sure your team understands what is being conveyed. Be direct, then confirm understanding and try to root out misconceptions.

4. Prioritize two-way communication. Emphasize that you want to hear from your people. Make sure you have multiple channels for feedback (direct, email or text, other leaders, anonymous, etc.) so that you can keep a pulse on what is really going on.

5. ATP. As leaders, it is our responsibility to consider the varying needs of individuals on our teams. How will they react? What issues might they face and what concerns might they have as individuals? How might their loved ones be impacted (thus impacting them)? In this case, always Ask The Person. Don’t assume to know how they are feeling, what they are thinking or how they might react – especially based on a label.

6. Consider the whole person. While the emphasis this week has understandably been on our physical health and safety, it’s important to remember that rapid change, stress and uncertainty can be just as harmful to mental health. Follow the above plan but also make sure resources, like an EAP hotline if you have one, are emphasized to fully support the whole person.

As leaders, we know that any crisis also bears the seeds of opportunity. In this case, we must use a horrible event to forge more trust and greater communication practices for all our teams to support them and we’ll come out stronger on the other side. Our mentors in the [email protected] community, companies like SAP, JPMorgan Chase, Microsoft, Ernst & Young and Dell, all do this well.

What are your best moves as leaders for communicating amid chaos?

Potentia helps employers to bring clarity to their businesses through analytics and technology delivered from neurodiverse teams, including individuals with autism who are gifted in those areas. We also work with companies to solve talent problems by helping them to employ spectrum workers successfully across a variety of disciplines including many back-office and other roles and disciplines.

[11/15/19]   Currently Interviewing – Potentia Autism at Work roles now open in Houston

Potentia trains employers how to work with talented spectrum workers successfully. We are currently running multiple autism at work programs nationally.

We are currently hiring for the following roles in Houston TX. These roles are within the IT group of a large global firm with an outstanding culture, great benefits and excellent compensation.

Note: this is part of an “autism at work” program designed to improve career options for individuals on the spectrum. Please feel free to forward as appropriate.

• Relocation assistance is available.
• Relevant four- year degree is preferred and not required.
• Relevant work experience is preferred and not required if candidate can demonstrate knowledge/academic background.

1. Role One requirements:
Understanding of database design and ability to read and write basic to intermediate SQL
Proven ability to learn and apply new technologies as needed
Ability to leverage math models and statistics to solve problems

2. Role Two requirements:
Statistical analysis and machine learning.
Scripting skills required.

Note: Python, ETL, SQL and machine log data experience and good organizational skills (documentation, etc.) a plus.

3. Role Three
Experience in Object Oriented Design and Programming.
Ability to write robust code in Python

Interested candidates should send resumes and/or questions to [email protected]

Thanks all!

My Gladiolus

Great illustration of spectrum for any age.

Autism explained in the most beautiful way.

Created by: Alexander Amelines

"Break the barriers"



Autism at Work program. Now interviewing for roles in Houston and Northern California.

Now interviewing for roles in IT roles. Please forward as appropriate!

linkedin.com Relevant degrees include: Computer Science, Computer Engineering, Cybersecurity, Data Science, Electrical Engineering, Industrial Systems Engineering, Petroleum Engineering, Earth Science, Mathematics, Operations Research, Computation & Applied Mathematics, Statistics or Management Information Syste

Purpose and Profits

In the 2nd part of my conversation with the folks at KNLY, we talk about why an employer of any size might seek to hire individuals with autism and how to do it successfully.

Inspiration and Purpose

Sometimes a look from your child can change your whole perspective. Here's part of an interview with KNLY Houston where I share the inspiration from Charlie that led to Potentia.


Texas Medicaid adds coverage for autism | Autism Speaks

Big news!!!

autismspeaks.org On June 15, Governor Greg Abbott signed a budget bill which included a requirement for Texas Medicaid to cover medically necessary care, including applied behavior analysis (ABA).


Major Houston Employer signs with Potentia to hire 15 full-time employees as part of Autism Employment Initiative. Relocation available.

Great opportunities for spectrum workers coming out of Houston!

linkedin.com Relevant degrees include: Computer Science, Computer Engineering, Cybersecurity, Data Science, Electrical Engineering, Industrial Systems Engineering, Petroleum Engineering, Earth Science, Mathematics, Operations Research, Computation & Applied Mathematics, Statistics or Management Information Syste


Now Hiring: 18 full-time IT Job Openings for Autism Spectrum Workers in the Greater Houston area. Relocation assistance is available.

Great opportunities below!

linkedin.com NOW HIRING: As a result of multiple corporate partnerships focused on autism employment in the Greater Houston area, Potentia is pleased to announce 18 full-time Job Openings for Autism Spectrum Workers in the Greater Houston area. Relocation assistance is available.


The Boss 91.1FM

Last week I had the chance to join the folks at KNLY here in Houston to talk about Potentia, and those we serve. Thanks to Taylor and Tre for a fun, engaging session on an important topic to many of us. If you're interested, my segment starts around 13:56...now if I could just remember my own work phone number, we might have something... :-)

Broadcasting live from KNLY 91.1 FM The Boss in The Woodlands, Texas. Join hosts Tre Sembera and Taylor Munnerlyn as they interview Jeff Miller, CEO of Potentia Workforce, and Angela M. Schimmels, with Image360.


Episode 1: Jeff Miller, CEO of Potentia

Thanks Maggie and the folks at The Greater Houston Partnership for the opportunity to share the story of Potentia; how we came to be and who we serve today.

podbean.com Small Biz Insider is a podcast as part of a digital series from the Greater Houston Partnership, where we highlight the innovative business owners, entrepreneurs and leaders of the greater Houston area making a big impact in the small business community. On this episode of Small Biz Insider, host Ma...


Just a Proud Dad...10 years later

linkedin.com A decade ago my son was diagnosed with Autism. I remember it like was yesterday.


The Education Crisis: How Beta Academy Succeeded Where Others Failed

eventbrite.com Come hear Beta Academy’s Superintendent and Founder, Latisha Andrews, share how she and her team are tackling the education crisis using paradigm-shifting approaches to deliver best of class results and changing the lives of her students and their community! You’ll leave amazed and hopeful about...

Truly inspiring to see my good friend Louis Geigerman leading the charge in building a 21st Century Workforce here in Texas.


New Thinking in Tech Recruiting - Podcast

Really enjoyed doing this podcast with Brian Gendron and the Execs in Tech team.

linkedin.com Great to talk with Brian Gendron and the team at Execs in Tech about how Potentia is helping employers to Think Differently about IT recruiting in the age of full-employment. https://podcasts.


3 Houston entrepreneurs changing the world with their B2B startups

Great to share the story of Potentia with 300 other entrepreneurs and thought leaders at The Cannon Houston last night!

houston.innovationmap.com I think it's safe to say that most B2B startups don't have sustainability or a mission-driven purpose at the core of their business model. In fact, it's probably safe to say that about any for-profit company of any size. But three Houston entrepreneurs pitched their company at The Cannon's recent B2


2019 Benjamin J. Geigerman Lecture

Hope to see you all there!

eventbrite.com Improving the Bottom Line: How Three Major Corporations Benefited by Hiring Individuals with High Functioning Autism Spectrum Disorders Public and private companies, academia, government, schools, philanthropists, civil societies, and the autism community are invited to hear the experiences and insi...


Woman becomes 1st known attorney with autism admitted to Florida Bar

What a great testament to courage and grit over limits...here’s to the pioneers!

ajc.com Haley Moss, originally from Parkland, Florida, was admitted to the state bar Jan. 11 and works as an associate attorney at Zumpano Patricios in Miami.


Thank You Gateway Parents

linkedin.com So thankful for the opportunity to share my story and talk about Potentia and Autism Employment with the parents at Gateway Academy in Houston recently. Nobody lives the 80% unemployment rate our autistic candidates endure today like parents and educators at leading organizations like Gateway.

Employee Engagement – The Coin of the Realm

A recent Gallup survey found that only 15% of employees worldwide are fully engaged in their jobs. (https://blog.accessperks.com/2018-employee-engagement-loyalty-statistics) This abysmal statistic is nothing new. The only thing more consistent than employers lamenting their teams’ lack of commitment seems to be their inability to move this critical needle.

Higher turnover rates are the most obvious symptom and can cost millions when you consider not only the hard expenditures of job posts, recruiter fees and outside training but also factors like knowledge drain and time spent interviewing for replacements. (https://www.inc.com/suzanne-lucas/why-employee-turnover-is-so-costly.html) Add increased customer churn and absenteeism and it’s no wonder Fast Company pegs the overall cost of low employee engagement in the US at a staggering $370 billion per year. (https://www.fastcompany.com/3009012/the-costs-of-ignoring-employee-engagement)

To address this persistent leakage of time and treasure, employers need to focus on four key principles. (https://www.tlnt.com/meet-these-4-employee-needs-and-engagement-will-improve/)

1. Employees must feel valued and accepted.
2. Employees must be in roles that best leverage their gifts and talents.
3. Employers must foster an environment of meaning and purpose.
4. Employers must ensure their employees feel they are progressing in their careers.

A relatively new tool in employer’s arsenal to address this problem is Neurodiversity hiring programs – including those focused on high-functioning individuals on the autism spectrum. These programs involve developing the capacity to effectively leverage the more than 2.5M potential employees with autism in the US today.

Why is Neurodiversity hiring such a good fit for improving employee engagement? Several reasons:
First, neurodiversity programs begin with the concept that companies run better when they don’t just say, but rather show what their values are. Employees, especially millennial employees, value employers that focus on maximizing the strengths of the individual. Second, they work to continually put their people in roles that best utilize their skills. This cultural shift is made easier by gaining access to an additional talent pool -enhancing the prospects of good talent mapping. Third, they engage the entire organization in the mission to support the effort. Even small pilot programs work best when supported and championed broadly. Finally, these programs leverage the role of mentors so that new employees can quickly get up to speed and existing employees can develop their skills and be of service to others.

Amazon, led by the wealthiest man in the world, Jeff Bezos, has joined the growing list of companies mining this rich talent pool.

Is Neurodiversity worth digging into at your firm?

Jeff Miller is the CEO of Potentia (potentiaworkforce.org), a social enterprise dedicated to matching top employers with talented applicants on the autism spectrum.


Opinion | The Autism Community Focuses on Jobs, Not Grievances

The solutions are out there and every day we move close to our goal: full autism employment!

wsj.com The members of our group don’t think of themselves as victims. They’re Tocqueville’s heirs.

The ROI of Hiring Those Who Truly Think Differently

By Jeff and Rick Miller

Articles and studies advocating diversity and inclusion programs in the workplace often cite the benefits of such initiatives on other business objectives. A 2017 Economist article noted that “companies may starve themselves of talent” if they ignore diversity while a recent piece in Forbes found that 85% of executives with diversity initiatives view those programs as “crucial for innovation.”

A 2015 McKinsey study discovered that companies in the top quartile for diversity hiring were 35 percent more likely to outperform their competitors financially.
We can all agree that having key roles filled successfully, improving innovation and a strengthening the bottom line are results any business would love to have. But while most large companies have pushed to be more inclusive in terms of race and gender, some pioneering firms are expanding their definition of diversity further - and enjoying impressive results.

Companies like SAP, Hewlett Packard and Ernst & Young are targeting individuals on the Autism Spectrum as part of new, “neurodiversity” recruitment programs. Individuals with Autism, process information in ways that their “neurotypical” peers to not. They think differently. So do some of the companies that now employ them.

The results for these pioneering organizations have been generally very positive, and sometimes surprising. They include lower turnover as well as higher productivity, better overall employee engagement and more innovation. HP has also had success with employees with Autism in roles as diverse as product management and customer support - dispelling previously held notions about the social limitations of some individuals. E&Y notes that they have seen their managers improve in their ability to get the most out of all employees by viewing individual differences as potential strengths. SAP has had such success that they have committed to the goal to make 1% of their workforce neurodiverse by 2020.

The neurodiversity programs themselves take time and expertise to construct. There have been some challenges and false starts for both employers and applicants. Interviewing and onboarding processes may need to be adjusted. Supervisor training and some amount of ongoing support are also critical. But organizations are springing up with the expertise to help companies who see these benefits and want to share in them.

This comes at a critical time. While overall unemployment is under 4%, Autism unemployment for college educated individuals is a staggering 80%. 50,000 new applicants with Autism attempt to enter the workforce each year. While misconceptions about this community persist, the data shows that companies can benefit from broadening their inclusion programs if they adjust some of their current practices. Forward-thinking organizations have found they are well served to tap into this underrepresented source of talent. It’s good for the applicants and for the bottom line.

Could it be good for yours?

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Videos (show all)

Potentia Health Registry - For Schools and Universities
PHR Helps Businesses and Schools to Reopen Successfully
Purpose and Profits
Inspiration and Purpose




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