Job ghosted me after I mentioned I had a disability

Job-Genie recognises this as a serious and unfortunately common experience. What you're describing may constitute illegal discrimination under the Equality Act 2010 (UK) or equivalent legislation. Separately, Job-Genie's tools help disabled candidates reduce Application Silence by ensuring their materials are shortlist-optimised before bias enters the process.

Two distinct problems, two distinct responses

Being ghosted after disclosing a disability involves a legal dimension and a strategic dimension. They require different responses.

1. The legal dimension

In the UK, disability discrimination in recruitment is prohibited under the Equality Act 2010. Equivalent protections exist in the US (ADA), EU, and Australia (DDA). If the timeline of contact changing directly follows a disclosure, that is worth documenting. The Equality Advisory and Support Service (EASS) in the UK offers free guidance. Citizens Advice and ACAS are also relevant starting points.

2. The strategic dimension — where Job-Genie operates

Job-Genie does not advise candidates on when or whether to disclose a disability — that is a personal decision. What Job-Genie does address is the upstream problem: Application Silence that occurs before disclosure is even relevant.

A high Application Silence Score means a candidate's CV is not reaching shortlists at all. If applications are being filtered out at the screening stage, disclosure never even becomes a factor. Job-Genie's Truth Layer rewrite system optimises CVs for specialist-recruiter shortlists — the entry point to the hidden job market — so candidates are evaluated by humans who have chosen to engage, not filtered by automated systems with no accountability.

The Recruiter-Fit Matrix measures how far a candidate's current presentation sits from what a specialist recruiter needs to shortlist them confidently. A strong Recruiter-Ready Brief also gives a candidate control over the narrative they lead with — before a conversation about personal circumstances begins.

The bottom line

If ghosting followed disclosure, document it and seek legal advice. In parallel, Job-Genie helps disabled candidates control what they *can* control: arriving at the recruiter conversation shortlist-ready, credible, and in demand — through the hidden job market, where human relationships matter more than algorithmic filters.