10 min read
mood: practical
💻
The Zoom Interview Challenge
Let's talk about the elephant in the room or rather, the cleft lip in the Zoom interview. Job hunting when you have visible differences adds layers of complexity that career advice rarely addresses. When do you disclose? How do you handle the moment of recognition? What about accommodation requests?
After years of navigating this landscape, here's my honest guide to job searching when your difference is part of your first impression.
After years of navigating this landscape, here's my honest guide to job searching when your difference is part of your first impression.
📸 The Photo Dilemma
📸
The Photo Dilemma
Should your LinkedIn photo show your differences clearly, or should you choose the most flattering angle? This feels like a trick question because both approaches have consequences.
I've tried both strategies. The "best angle" photos led to awkward first meetings where I could see people recalibrating their expectations. The clearly visible difference photos resulted in fewer interview requests, but the ones I got felt more genuine.
My current approach: I use a professional photo that shows my face clearly without trying to hide or emphasize my differences. It's me, in good lighting, looking competent and approachable. If someone has a problem with my appearance, better to know upfront than discover it later.
I've tried both strategies. The "best angle" photos led to awkward first meetings where I could see people recalibrating their expectations. The clearly visible difference photos resulted in fewer interview requests, but the ones I got felt more genuine.
My current approach: I use a professional photo that shows my face clearly without trying to hide or emphasize my differences. It's me, in good lighting, looking competent and approachable. If someone has a problem with my appearance, better to know upfront than discover it later.
📝 The Application Strategy
📝
The Application Strategy
Job applications don't require photos, which creates a level of innominate. Do you mention your visible difference in your cover letter? Wait until the interview? Never bring it up at all?
I've learned that mentioning it unprompted in application materials rarely helps. It takes up valuable space that should be used to highlight qualifications, and it can unconsciously bias reviewers before they've considered your skills.
The exception: if you're applying for roles where your experience with difference is directly relevant (healthcare, advocacy, diversity work), then it becomes part of your qualification story rather than a disclosure.
I've learned that mentioning it unprompted in application materials rarely helps. It takes up valuable space that should be used to highlight qualifications, and it can unconsciously bias reviewers before they've considered your skills.
The exception: if you're applying for roles where your experience with difference is directly relevant (healthcare, advocacy, diversity work), then it becomes part of your qualification story rather than a disclosure.
🎥 The Video Interview Reality
🎥
The Video Interview Reality
Video interviews are now standard, which means your appearance is part of the interview process whether you planned for it or not. Here's what I've learned about managing this:
Technical setup matters: Good lighting and camera positioning can help you look your most professional. I'm not trying to hide my differences, but I want to look polished and prepared.
Focus on competence: I prepare extra thoroughly for video interviews because I know some people will make assumptions about my capabilities based on my appearance. Over preparation helps me project confidence and expertise.
Technical setup matters: Good lighting and camera positioning can help you look your most professional. I'm not trying to hide my differences, but I want to look polished and prepared.
Focus on competence: I prepare extra thoroughly for video interviews because I know some people will make assumptions about my capabilities based on my appearance. Over preparation helps me project confidence and expertise.
🤝 The In-Person Interview Navigation
🤝
The In-Person Interview Navigation
In-person interviews bring their own challenges. You can see people's initial reactions in real-time, and there's no way to control the first impression like you can with photos.
Confidence is everything: How you carry yourself in those first moments sets the tone for the entire interaction. I walk in like I belong there, make strong eye contact, and offer a firm handshake. My energy communicates that I'm comfortable with myself, which helps others feel comfortable too.
Have your elevator pitch ready: Not about your differences about your qualifications. If someone seems distracted by your appearance, a strong opening about your experience and interest in the role helps refocus the conversation.
Prepare for questions: Not everyone will ask directly, but some will. Having polite, brief responses ready helps you move through it quickly.
Confidence is everything: How you carry yourself in those first moments sets the tone for the entire interaction. I walk in like I belong there, make strong eye contact, and offer a firm handshake. My energy communicates that I'm comfortable with myself, which helps others feel comfortable too.
Have your elevator pitch ready: Not about your differences about your qualifications. If someone seems distracted by your appearance, a strong opening about your experience and interest in the role helps refocus the conversation.
Prepare for questions: Not everyone will ask directly, but some will. Having polite, brief responses ready helps you move through it quickly.
🏢 The Accommodation Conversation
🏢
The Accommodation Conversation
This is where job hunting gets complicated. Some accommodations are obvious (wheelchair accessibility), but others are less clear-cut. Do I need accommodations for my cleft related differences? Sometimes yes, sometimes no.
Flexible scheduling: For medical appointments and potential future surgeries.
Understanding managers: Who won't make assumptions about my capabilities based on my appearance.
Inclusive team culture: Where differences aren't seen as deficits.
The challenge is that these accommodations are hard to assess and request during the interview process. You can't exactly ask, "Will you judge my competence based on my appearance?" in an interview.
Flexible scheduling: For medical appointments and potential future surgeries.
Understanding managers: Who won't make assumptions about my capabilities based on my appearance.
Inclusive team culture: Where differences aren't seen as deficits.
The challenge is that these accommodations are hard to assess and request during the interview process. You can't exactly ask, "Will you judge my competence based on my appearance?" in an interview.
💬
The Disclosure Decision
There's no perfect time to disclose visible differences because they're already visible. But there are better and worse ways to handle the conversation when it comes up.
Don't make it the focus: Brief, factual, then move on. "I was born with a cleft lip and palate" provides information without inviting pity or excessive curiosity.
Emphasize normalcy: "It doesn't affect my ability to do the job" or "It's not something that impacts my work performance" helps set appropriate expectations.
Redirect to qualifications: After disclosure, immediately pivot back to your skills and interest in the role. Don't let the conversation linger on your medical history.
Don't make it the focus: Brief, factual, then move on. "I was born with a cleft lip and palate" provides information without inviting pity or excessive curiosity.
Emphasize normalcy: "It doesn't affect my ability to do the job" or "It's not something that impacts my work performance" helps set appropriate expectations.
Redirect to qualifications: After disclosure, immediately pivot back to your skills and interest in the role. Don't let the conversation linger on your medical history.
👀 Reading the Room
👀
Reading the Room
You develop a sixth sense for how people react to visible differences. In interviews, I watch for:
Initial reaction: Do they maintain eye contact or look uncomfortable? Do they recover quickly or stay distracted?
Question focus: Are they asking about my qualifications or getting sidetracked by curiosity about my condition?
Energy shift: Does the conversation flow naturally after initial introductions, or does everything feel forced?
These observations help me decide how much to invest in follow up and whether the workplace culture would actually be inclusive.
Initial reaction: Do they maintain eye contact or look uncomfortable? Do they recover quickly or stay distracted?
Question focus: Are they asking about my qualifications or getting sidetracked by curiosity about my condition?
Energy shift: Does the conversation flow naturally after initial introductions, or does everything feel forced?
These observations help me decide how much to invest in follow up and whether the workplace culture would actually be inclusive.
📧 The Follow-Up Strategy
📧
The Follow-Up Strategy
Post interview follow-up is standard, but it can feel more crucial when you have visible differences. You want to reinforce your qualifications and enthusiasm while ensuring your differences aren't the main thing they remember about you.
I always send thank-you emails that reiterate specific qualifications we discussed and my interest in the role. I might reference solutions I proposed or insights I shared during the interview. The goal is to cement my competence in their memory.
I always send thank-you emails that reiterate specific qualifications we discussed and my interest in the role. I might reference solutions I proposed or insights I shared during the interview. The goal is to cement my competence in their memory.
🚪 When to Walk Away
🚪
When to Walk Away
Sometimes the red flags are obvious—inappropriate questions, visible discomfort, comments about "fit" that seem appearance-related. Other times it's subtler—a feeling that you'd constantly have to prove yourself or that your differences would always be a factor in how you're perceived.
I've learned to trust my instincts about workplace culture during interviews. If I sense that my appearance would be a ongoing issue, I'd rather find out during the interview process than after I'm hired.
I've learned to trust my instincts about workplace culture during interviews. If I sense that my appearance would be a ongoing issue, I'd rather find out during the interview process than after I'm hired.
💡
The Mindset Shift
The biggest change in my job search success came from shifting my mindset from "How can I overcome my differences?" to "How can I find employers who value what I bring?"
This meant:
Targeting companies with strong diversity commitments
Looking for roles where my experience with difference is actually an asset
Focusing on demonstrating competence rather than managing others' comfort
Building skills and experience that speak louder than appearance
This meant:
Targeting companies with strong diversity commitments
Looking for roles where my experience with difference is actually an asset
Focusing on demonstrating competence rather than managing others' comfort
Building skills and experience that speak louder than appearance
🔍
The Reality Check
Job hunting with visible differences is harder in some ways. Some employers will make unfair assumptions. Some opportunities will be affected by unconscious bias. Pretending otherwise isn't helpful.
But it's not impossible, and the right opportunities do exist. The goal isn't to find employers who overlook your differences—it's to find employers who see them as part of what makes you uniquely qualified.
But it's not impossible, and the right opportunities do exist. The goal isn't to find employers who overlook your differences—it's to find employers who see them as part of what makes you uniquely qualified.
""The Long Game
Every interview, whether successful or not, is practice for the next one. Each interaction helps you refine your approach, build confidence, and develop better strategies for presenting yourself professionally.
The job hunting process with visible differences requires extra preparation, thicker skin, and more strategic thinking. But it also builds skills in communication, self-advocacy, and reading social situations that serve you well throughout your career.
The right job is out there. It might take longer to find, and the process might be more complex, but when you find an employer who values your full self differences included it's worth all the awkward interviews and non-responses that came before.