Our specialists with disabilities bring not only expert knowledge but also a unique perspective to organizations:
The InnoThink model is based on building remote teams of qualified specialists with disabilities tailored to the client’s business needs. It allows companies to eliminate the PFRON penalty entirely, gain valuable employees, enhance organizational culture, and fulfill ESG and CSR objectives.
InnoThink provides skilled professionals for areas such as customer service (contact centers), administration, accounting, digital marketing, IT (testing, analytics), and creative roles (graphic design, copywriting). All roles are effectively executed remotely.
They bring a full range of competencies — from analytics and IT, through finance and customer service, to creative skills in marketing and design. They often demonstrate outstanding resilience, adaptability, and problem-solving skills, developed by overcoming personal challenges.
We do not begin by searching for entirely new job titles. We break processes down into repeatable, remote and measurable tasks in administration, finance, HR, sales, marketing, customer service or IT. A backlog of unfinished work can be turned into complete roles or a service team. One condition applies: the tasks must have an owner, a quality standard and genuine value for the organisation.
For the initial assessment, it is useful to bring a list of tasks postponed for lack of time, manual work and activities dispersed across several teams. We determine which can be separated without reducing quality and who will receive the output. If a process requires permanent on-site presence, we do not pretend it is remote. We select another scope or state clearly that this project is not a fit.
We assess each candidate against a specific role: experience, skills, tools, communication, independence and working conditions. A disability certificate is a formal component of the project, not a substitute for qualifications. InnoThink performs the initial screening and presents matched profiles, while the client takes part in selecting the person with whom it will actually work.
Before recruitment, we agree the tasks, essential requirements and assessment method, such as a subject-matter interview or a role-relevant work sample. We also assess fit for a remote environment and tool accessibility. The client reviews profiles within the agreed time. Weeks of silence are not an additional assessment stage; they are a risk of losing candidates.
A declaration of inclusion does not create a flow of candidates. The company needs credible job advertisements, the right outreach channels, an accessible recruitment process and specific roles rather than a generic message saying “everyone is welcome”. InnoThink reaches candidates, verifies their needs and qualifications, and runs the process efficiently enough to prevent interest from disappearing during weeks of internal approvals.
We review the candidate journey: whether the person understands the role, can use the application form, knows the terms and receives a response. We find where the process loses interest or trust and only then change the channels and messages. More advertising reach will not fix an unclear role or a recruitment process in which nobody makes a decision.
Yes. Our qualified specialists with disabilities have worked remotely for years with the same efficiency as in-office staff. With proper tools and communication, they achieve results comparable to on-site work. Removing access barriers often boosts productivity further.
Future-ready jobs include remote, knowledge-based roles: IT (development, QA, data analysis), digital marketing (SEO, content, social media), and creative work (UX/UI design, copywriting). These roles are accessible and in high demand.
