Drexel’s autism-focused career programming sits within a broader labor-market environment where companies are scaling back entry-level hiring and reshaping what “career readiness” means. The report ties employment pressure to economic uncertainty and the acceleration of AI in workplace workflows. The challenge is not only finding roles but succeeding through processes that can disadvantage neurodivergent candidates, including interviews and unstructured networking. Drexel’s approach—career readiness classes and individualized coaching—reflects an attempt to make hiring more predictable and accessible. Across universities, the development points to a dual task for student success offices: respond to AI-enabled hiring practices while redesigning support systems so students can translate skills into opportunities.