Initial conversations were very good, but set a bar that would never be reached again. Following an initial talent screening, I had a conversation with the hiring manager. I articulated that I was neurodiverse, and explained that it can lead me to tangents. We had a good conversation about my experience, life there, and what the next steps would look like - a technical test. The technical test was worded such that the ask was not direct; the output they were looking for was buried in nuance. Despite repeatedly asking whether the level of detail I had assumed was accurate as I had identified their task as conflicting in it’s ask where it is taken literally, I was ignored until such time as they could confirm I was unsuccessful owing to a lack of detail. I asked for a reasonable accommodation in so far as to be able to resubmit having had clarity on the ask, but they were entirely uninterested in discussing, passed me down levels in the talent team to offload me as a candidate where I was informed that the task was fair because other people had been successful; a perspective known as survivorship bias. Following the technical task I can confirm that from my experience Octopus’ processes do not treat anything other than the perfect candidate as a human being; just an inconvenience to removed. An experience that ND candidates all around the world will no doubt be familiar with - just not expecting it from a brand that “talks the talk”. Overall the one takeaway I have from looking further into Octopus Energy as an employer is that they are still operating like a startup; staff are expected to idolise working there, because of who they are. Avoid at all costs.