A conversation with Chris Riley on building better developer experiences, navigating tech as a neurodivergent professional, and why creating space for different ways of thinking unlocks stronger teams and better software. Episode Date: April 3rd Host: Adam Kleckner (Head of Strategy at LinkTech), Devon Walker (Head of Recruiting at LinkTech) Summary: Chris Riley has spent nearly two decades in developer relations — from running an IT consultancy in high school to senior manager of Developer Relations at HubSpot. He's also openly neurodivergent: dyslexic, ADHD, and ASD. In this conversation he gets into what awareness of your own neurodivergence actually unlocks, why the superpower narrative misses the struggle, how AI is both a tool for access and a dopamine trap, and why nobody gets to dictate how someone else is productive. Main Topics: How Chris accidentally found his career home in developer advocacy — and why it suited a brain that was good at everything but nothing completely Dyslexia, ADHD, and ASD: what awareness changes and what it doesn't fix Why the superpower narrative around neurodivergence doesn't tell the whole story How Chris builds psychological safety as a manager — transparency, self-deprecation, and sharing his own performance reviews AI as access tool and addiction risk — both sides of the coin for neurodivergent professionals Context engineering and why neurodivergent minds may have a unique edge in the AI era Why you can't dictate how people are productive — and what outcome-focused leadership looks like The emotional health piece nobody wants to talk about Intriguing Quotes: "You can't dictate how people are productive." "If your brain's telling you you're done, you're done." "I never wanted to use my disabilities as an excuse. I just seek awareness so somebody might pause and think twice." "I don't think I could have done it without many years of discomfort. Me 20 years ago would not even be capable of being near the manager I am today." "You could be masking and not even know you're masking." "If you're truly going to leverage the superpower part of it, they have to be a part of the conversation. You don't tell them — here's how I help you." Key Moments: [09:42] What awareness actually changes — when you don't know, it's nothing but a problem. When you do, you can start to lean into the benefits and communicate what you need. [13:52] The performance review moment: Chris's employee almost quit because she thought he wasn't listening on Zoom. Then she realised he'd absorbed everything and more. The gap between how we appear and what's actually happening. [16:40] How Chris builds safe spaces as a manager — sharing his own performance reviews, poking fun at himself, and making clear there are other avenues to give feedback about him directly. [22:33] The AI opportunity for neurodivergent thinkers: context engineering rewards creativity and pattern recognition. But the dopamine loop is real — no delay means no stopping. [29:00] The productivity myth: outcomes are what matter. If you've decided to hire somebody, you've said you believe in them. Stop dictating when and how they work. [34:00] Advice for neurodivergent professionals early in their career: you may be masking and not even know it. And address the emotional health piece — the tips and tricks don't cover that part. Notable Resources: Concepts: Developer advocacy; context engineering; ASD Level 2 sensory avoidance; rejection sensitivity; masking; outcome-focused leadership Connect with Chris Riley: LinkedIn: https://www.linkedin.com/in/devrel/ Connect with The Human Advantage Podcast: LinkedIn: https://www.linkedin.com/company/thelinktech/