ADHD Burnout Prevention in Career Change: How to Thrive in Start-up Roles

In coaching, I’ve worked with lots of ADHD professionals making bold moves; from career pivots into tech to joining fast-moving companies where curiosity and energy are prized. One client recently moving into AI had a CV that didn’t reflect his potential at all. And that’s not unusual.

I’ve seen again and again how start-ups can be environments where ADHDers shine, if the conditions are right. At the same time, I’ve supported many clients who landed exciting roles, only to burn out quietly a few months in.

If you’ve ever felt that your unconventional path, side projects or non-linear career history made you less employable, it’s worth pausing. Start-ups often thrive on exactly the qualities many ADHDers bring in spades.

It’s also worth saying this upfront. For many ADHDers, getting hired isn’t the hardest part. The real challenge often begins once the job starts.

It’s not just you. Research shows that adults with ADHD are more likely to experience burnout at work, especially in fast-moving or unstructured environments. This 2023 report from the ADDA highlights how executive function demands, unspoken expectations and masking behaviours can quietly wear people down.

And yet the same traits that make work harder in some settings can become strengths in the right ones. Creativity, curiosity, energy, and non-linear thinking are all qualities that many start-ups actively seek. This article from InfosecPeople explores how ADHD can be a real asset when the culture is open, flexible and idea-driven.

As a PAAC and ICF accredited ADHD coach with lived experience, I’ve worked with many clients in exactly this position, full of potential, but unsure how to make it work long-term. You can read more about my approach here.

The ADHD challenge in start-up job hunts

Start-ups tend to value adaptability, curiosity and autonomy. Yet applying can still feel overwhelming.

• You might over-edit your CV and never send it.
• Or send it impulsively, then spiral into regret.
• You might downplay projects that show initiative because they weren’t paid or formal.
• You might worry you’re too much, or not enough.

The good news is you don’t need a conventional CV to get noticed. You need a clear, compelling one that shows your potential. Especially in start-ups, where roles evolve quickly and personality matters.

Reframe your CV as a conversation starter

Your CV isn’t a test. It’s not there to prove you’re perfect.

It just needs to show enough for someone to think, “Let’s talk to them.”

When you approach it that way, you free yourself to be more honest, human and interesting. That’s what many start-ups are looking for.

5 ADHD-friendly CV tips for start-up roles

1. Use the job ad like a cheat sheet

Start-up job ads often reveal more than the company realises. Highlight the skills, traits and values they’re asking for, then reflect those back in your CV and cover letter.

If they want someone proactive, curious and comfortable with ambiguity, show where you’ve built projects, experimented or worked in fast-changing environments. Using their language helps both automated systems and human readers spot the fit quickly.

2. Create a “Projects” section

Start-ups love self-starters. If you’ve built something of your own, even a small tool, side project or open-source contribution, make it visible.

A section called Initiated Projects or Self-led Work highlights drive and independence. One client’s AI-powered helmet design tool wasn’t a full-time role, but it showed creativity, problem-solving and initiative. In start-up hiring, that carries real weight.

3. Tell a story from the top

Use your opening summary to explain who you are, what motivates you and why this role appeals to you.

Link your interests to the company’s mission where you can. Keep it short and human. This helps the reader understand you quickly, rather than piecing things together from bullet points.

4. Build first, edit later

Perfectionism is a common ADHD trap.

Start with a messy first draft. Get everything down that might be relevant. Then come back and refine it. This keeps momentum going and stops the process stalling before you’ve even begun.

5. Should you disclose your ADHD?

Should you mention ADHD when applying? If so, how and when?

There’s no single right answer.

Some people choose to disclose when applying, particularly if ADHD is central to how they think and work, or if the company is openly neurodiversity-friendly. Others prefer to wait until after an offer, or not disclose at all.

What matters is choice. ADHD isn’t something to hide, but disclosure should feel empowering, not risky. In fast-moving, idea-rich environments, ADHD can be a genuine asset when the conditions are right.

Helping your CV get seen

Many start-ups use outsourced HR services or applicant tracking systems to manage applications.

These systems scan CVs for keywords and structure before a human ever sees them. If your wording doesn’t closely reflect the job description, your CV may never reach the next stage.

To help your CV get through:

• Mirror phrases from the person spec part of the job advert
• Use simple, standard formatting
• List skills and tools clearly
• Check spelling carefully
• Keep layouts clean and readable

Your CV has two jobs. First, pass the software. Then, engage a human.

From applying to adapting: what happens next?

Many ADHD professionals don’t struggle to get hired. They struggle to stay settled, supported and well once the role begins.

Start-ups often hire ADHDers because they’re creative, energetic and full of ideas. A few months in, expectations shift. Communication stays informal. Priorities change weekly. What felt flexible can quietly become overwhelming.

In coaching, I often see people leave roles feeling frustrated or burnt out, assuming they were the problem, without realising the environment was never set up to support how they work best.

Where ADHD coaching really comes into its own

The early months of a new role are full of unspoken expectations, pressure to prove yourself and constant change. This is often where ADHDers start masking, overworking or second-guessing themselves.

Coaching at this stage focuses on helping you:

• Set up routines and systems that actually work in your role
• Clarify expectations before misunderstandings build
• Manage energy, not just time
• Build working relationships without burning out
• Put boundaries in place early, while you still have leverage

This is about making the role work for you, not forcing yourself to fit at any cost.

Where coaching becomes strategic

Part of my work is helping clients step back and look at the bigger picture.

Together, we identify what needs to be in place for a company to genuinely benefit from your ADHD strengths, not just tolerate them.

That includes:

• Understanding where your creativity and focus thrive
• Identifying what drained your energy in previous roles
• Spotting patterns that led to you leaving jobs that looked good on paper
• Clarifying the structure, communication and boundaries you need to perform well

This isn’t about special treatment. It’s about alignment. When expectations and working style fit your brain, both you and the organisation do better.

See here for ADHD Imposter Syndrome: 7 Ways to Turn Self-Doubt into Strength.