Where exactly do you find 10 screened specially-abled candidates for the next quarterly review? General boards don't surface them, agencies don't specialise.
For CHROs, HR directors & DEI leads
Inclusive hiring, without the empty pipeline.
Every candidate on IMAbled is vouched for by a registered NGO. Every training cohort you sponsor produces a named list of job-ready people. Every hire ties back to real compliance reporting — RPWD, ADA, Equality Act 2010 and UN CRPD.
- Pipeline quality
- 100% vouched
- No self-declared profiles
- Approval in
- 48–72 hrs
- Reviewed by humans
- Compliance
- 4 regimes
- RPWD · ADA · EA10 · CRPD
Why your DEI numbers stall
Good intent isn't the gap. Infrastructure is.
Most talent leaders we speak to already want to hire specially-abled professionals. They're stuck on four very specific things.
Self-declared disability profiles create optics risk. You want an independent party — someone who knows the candidate — to vouch.
Filing a compliance return is not inclusive hiring. But without data flowing back, it's all you can honestly report.
Hiring manager has never onboarded a specially-abled teammate. Needs accommodation guidance, mentor support, day-1 playbook.
How IMAbled closes each gap
A pipeline that compounds every quarter.
Four mechanics, wired together. You don't have to pick; the platform already does.
01
NGO-vouched, never self-declared
Every profile is created and maintained by a registered NGO. No anonymous uploads. No gamed disclosures. One audited entity stands behind each candidate.
—
NGOs in the network · live
02
Sponsor a training cohort, see who completes
Fund a 4–8 week program in soft skills, tech, language or workplace readiness. Volunteer industry experts teach. You see named completers, ready for interviews.
—
Programs running · live
03
Mentor interns, grow from inside
Paid 6–12 week internships convert to full-time roles. Your managers mentor early talent, NGOs support accommodation, you build a durable bench.
04
Compliance, not cosmetic
Multi-region reporting — RPWD Act 2016 (India), ADA 1990 (US), Equality Act 2010 (UK) and UN CRPD alignment — generated from real hires, not spreadsheets.
—
Candidates ready to interview · live
How it works
From registration to first compliant hire.
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1
Register and get verified
Quick KYC. We check your legal entity, inclusive hiring intent and accessibility baseline within 48–72 business hours.
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2
Post roles or sponsor a cohort
Post open roles with accommodation details, or sponsor a training cohort that builds tomorrow's hires for a specific skill.
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3
Review NGO-vouched candidates
See shortlists introduced by each candidate's NGO, with consent recorded and accessibility needs surfaced up front.
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4
Interview, hire, report compliance
Run interviews with accommodation support. Extend offers. Generate RPWD / ADA / Equality Act / UN CRPD reporting from real hires.
Compliance, multi-region
One platform. Four regimes. Real reporting.
Whether you hire in Mumbai, Manchester, Manhattan or Manila — IMAbled surfaces the right statutory framework inside the hiring flow and produces audit-ready reports from real placements.
RPWD Act 2016 · India
Equal Opportunity Policy for 20+ employee establishments; 4% reservation for government and incentives for private sector.
ADA 1990 · United States
Title I employment provisions; reasonable accommodation obligations and non-discrimination in hiring.
Equality Act 2010 · United Kingdom
Protected characteristic framework including disability; duty to make reasonable adjustments.
UN CRPD · International baseline
Article 27 on work and employment for signatory countries; dignified, inclusive labour markets.
We operate in compliance with all applicable local laws in the jurisdictions where you hire. Legal references listed for orientation only.
For India-based companies
RPWD Act 2016 Equal Opportunity Policy — built in.
Every establishment with 20 or more employees in India must publish an Equal Opportunity Policy under Section 21 of the RPWD Act 2016. IMAbled generates a company-ready template pre-populated with your roles, accommodations and NGO partners — plus a live register of your specially-abled hires. CSR teams can export the same register for annual reporting.
Source: Rights of Persons with Disabilities Act 2016 (Government of India), Section 21.
FAQ
What talent leaders ask before they register.
WHO
Who can register, who do we hire
No — hiring through IMAbled is always free. No subscription, no listing fee, no placement commission. The platform is funded by CSR contributions from partner companies. You may optionally sponsor a specific training cohort, but that is never a condition of hiring.
All sizes. From 10-person startups making their first RPWD Act hire to 10,000+ enterprises running multi-cohort programs. The model works identically at any scale because NGOs, not headcount, drive the pipeline.
No. Many of our best partners start at zero. Your first hire and a sponsored training cohort typically act as the foundation a real DEI programme gets built around.
A legal entity with inclusive-hiring intent. We verify your incorporation documents and ask a short set of accessibility-baseline questions during approval. No minimum revenue, no minimum hiring volume required.
India-first today, with the data model ready for multi-country rollout. If you're outside India and want to be part of the early-access list, write in via /contact.
WHY
Why trust IMAbled's pipeline
Dignity + data protection + pipeline quality. NGOs mediate every introduction so consent is enforceable, companies see vouched candidates not self-declared profiles, and data misuse is structurally impossible.
Every candidate is created and maintained by a registered NGO that has personally assessed their abilities. The NGO is on-record as the voucher. No self-declared profiles, no anonymous registrations.
India: 4% reservation for 20+ employee companies + mandatory equal-opportunity policy (we provide the template). US / UK / international: applicable-law awareness is surfaced at hire time. We don't claim to be your legal counsel but we don't leave you alone either.
Unusual — placed candidates currently average >85% one-year retention. But the NGO stays involved for 90 days to support onboarding, accommodation adjustments, and early-days coaching, so issues surface before they become exits.
Training programs on IMAbled now serve two audiences: specially-abled candidates (skill-building) AND company teams (inclusive-hiring, accessibility, reasonable-accommodations sensitisation). You can enrol your HR / managers in cohorts alongside sponsoring candidate training.
HOW
How the hiring + training flow runs
24–72 business hours. A human reviewer verifies your legal entity, inclusive-hiring intent, and accessibility baseline before candidate access is enabled.
Log in → Search Candidates → filter by skill, city, ability profile, training completions, accommodation needs. You shortlist; the NGO approves each introduction before any contact happens.
Yes. Pick a pillar (soft skills / technical / digital / language / workplace readiness) — or create a sensitisation program for your own team. You fund it, volunteers teach, NGOs enrol, and your dashboard shows completion + hire-ready signals.
Yes. Training programs now have a "company teams" audience mode — inclusive-hiring, accessibility, reasonable-accommodations, disability sensitisation. Same cohort infrastructure, different audience.
Candidate profiles are created + owned by the NGO. You see a candidate only when the NGO and candidate both consent to an intro for a specific role. You cannot scrape, export, or mass-download the pool.
Register → get approved → browse candidates + training. Many companies first sponsor a training cohort (builds confidence, shows commitment to NGOs) and then hire from that cohort 3–6 months later.
Your next hire is NGO-vouched and ready.
Register your company today. Meet the pool, sponsor a cohort, and build an inclusive hiring engine that compounds every quarter.
Want a walkthrough first? Talk to our team →