Solution: A guided workflow: (1) Accommodation library — 80+ specific ADHD/AuDHD accommodations sortable by underlying difficulty (focus, time management, sensory, meeting comprehension, deadline rigidity) with success-rate data on which framings get approved; (2) Letter generator — state-compliant ADA accommodation request letters with personalized job-task-specific language, vetted by employment attorneys; (3) Disclosure decision tree — should you tell your manager? HR only? Mention diagnosis? Mention symptoms only?; (4) Interactive process tracker — log every conversation, document every email, set follow-up reminders; (5) Denial escalation toolkit — generate the EEOC complaint, find local employment attorneys, or negotiate alternative accommodations; (6) Diagnosis documentation helper — language for your psychiatrist to use in the supporting letter HR requires. ICP: ADHD and AuDHD adults aged 25–50 working in corporate, government, healthcare, or professional services environments. They're burning out from open-office overstimulation, rigid meeting culture, or verbal-only task assignment. They know vaguely that 'accommodations' are a legal right but have no idea how to ask, what to ask for, whether to disclose their diagnosis, or how to handle HR's slow interactive process.

Employee-side framing is the entire moat. Every existing tool serves HR/employers; this serves the employee navigating an asymmetric power dynamic. The state-by-state language variants (some states have stronger protections than the federal ADA) is data-intensive and defensible. The 'success-rate by framing' database — knowing that 'I need noise-canceling headphones' lands but 'I need a better environment' fails — is uniquely actionable.

“Similar to how Ramp built a business serving the user-side of corporate spending (employee expense reports) rather than the controller-side (which Expensify dominated). This is the same flip for workplace accommodations: every incumbent serves HR; this serves the employee navigating HR.”