Autistic college graduates face a distinct employment hurdle despite improving campus supports, according to reporting on Drexel University and its autism program. At a crowded Drexel career fair, one student’s recruitment wait underscored how sensory overload and traditional hiring timelines can disrupt the job-search process. The report ties employment barriers to hiring practices that favor neurotypical candidates, particularly in interviews and workplace onboarding. It also notes that autistic jobseekers historically experience higher unemployment rates than many other disability groups, and that early employment related to education remains weak for recent graduates. Drexel’s approach—career-readiness classes and one-on-one coaching beginning within its autism support program—shows how institutional practice can mitigate barriers. It also points to partnerships with major employers to recruit neurodivergent students for internships and jobs.