You're exploring a new career field, or re-entering the workforce after time away, and the gap between "I'm interested in this" and "I know what this job requires" feels enormous. Job postings list requirements but don't explain what the work feels like day to day. You don't have a network in the field yet. Applying blindly wastes time if the role isn't a match.

An informational interview closes that gap. It's a 20- to 30-minute conversation with someone currently doing the work you're considering, where you ask questions and they answer. There's no application, no evaluation, no pressure to perform. You walk away with real information about whether the field fits your interests and whether the day-to-day requirements match what you can manage.

What an Informational Interview Is (and Isn't)

An informational interview is reconnaissance. You're gathering intelligence about a career path, a company culture, or a specific role. The person you're talking to isn't hiring you. They're answering questions about their work.

It's not a job interview. You're not pitching yourself as a candidate. You're not asking them to forward your resume. You're asking them to spend 20 minutes explaining what their workday looks like, what skills matter most, and what surprised them about the role when they started.

The distinction matters because it changes the power dynamic. In a job interview, you're being evaluated. In an informational interview, you're the one gathering information to make your own decision. That shift in framing reduces pressure on both sides.

Why This Matters for Job Seekers with Disabilities

Traditional job search paths assume you already know what you want and can absorb rejection without it derailing momentum. Informational interviews let you explore before committing. You can ask about workplace culture, scheduling flexibility, and team structure without disclosing disability or framing yourself as someone who needs accommodations. You're just asking what the environment is like, the same questions any thoughtful candidate would ask.

You also get a chance to practice professional conversation in a low-stakes setting. If you haven't interviewed in years, or if your work history has gaps that make you anxious about how to present yourself, talking to someone who isn't evaluating you for a job removes that layer of stress. You can focus on the conversation itself, not whether you're saying the right thing to land an offer.

And you learn things job postings don't tell you. Does this team work entirely asynchronously, or are there daily stand-up meetings? Is the manager hands-off or directive? Do people regularly work late, or is the 9-to-5 boundary respected? Those details determine whether a job is sustainable for you, and you can't learn them from a posting.

How to Find People to Talk To

Start with your existing network, even if it doesn't feel like a network. Do you know anyone who works in the field you're exploring? A former colleague, a friend of a friend, someone you met at a workshop? Send them a message.

If your personal network doesn't overlap with the field, use LinkedIn. Search for people with job titles that interest you. Filter by location if you're looking at companies in your area. Look for people who list their pronouns, mention employee resource groups, or have profiles that suggest they'd be open to conversation.

When you find someone, check whether you have mutual connections. A warm introduction from someone you both know increases the likelihood they'll say yes. If you don't have a mutual connection, send a direct message. Keep it short. Explain what you're exploring and why you're reaching out to them specifically.

Disability-focused job boards and professional networks sometimes have mentorship or informational interview programs built in. abilityJOBS, Disability:IN, and the National Organization on Disability all run programs that connect job seekers with professionals in their fields. If you're already using these platforms for job searches, check whether they offer informational interview matching.

How to Request an Informational Interview

Your request should be direct, specific, and easy to say yes to. Don't apologize for asking. Don't overexplain why you're interested. State what you want and make it clear this isn't a job ask.

Template:

Hi [Name],

I'm exploring [field or role], and I came across your profile. I'd value 20 minutes of your time to hear about your experience at [Company] and what the day-to-day work looks like in [specific role].

I'm not looking for a job referral, just insight from someone doing the work. Would you be open to a brief call in the next few weeks?

Thanks for considering it.

What this does:

• Names the field or role you're exploring
• Specifies what you want to learn
• Clarifies you're not asking for a job
• Respects their time by setting a clear boundary (20 minutes)
• Gives them an easy out if they're not available

If they say yes, propose two or three time options. Offer to meet over phone, video call, or in person, depending on what works for them. Let them choose the format.

What to Ask

Your questions should be specific enough that they can't be answered with a Google search. Don't ask what the company does. Ask about their actual workday, their career path, and what they wish they'd known before starting.

Good questions:

• What does a typical day look like for you?
• What skills have been most useful in this role?
• What surprised you about this job when you started?
• How did you get into this field?
• What's the team structure like? Who do you work with most often?
• How flexible is the schedule? Do people typically work set hours, or is it more fluid?
• If you were advising someone considering this field, what would you tell them to focus on?

Avoid questions that put them in an awkward position. Don't ask about salary unless they bring it up. Don't ask them to critique their employer or their boss. Don't ask whether they think you'd be a good fit; they don't know you well enough to answer that, and it shifts the conversation into evaluation territory.

Take notes during the call. Write down specific details: software they use, certifications they recommend, resources they mention. These details matter later when you're deciding whether to pursue the field or preparing for actual job interviews.

Disability Disclosure: Your Call, Not the Conversation's Premise

The informational interview doesn't require disclosure because you're not applying for anything. What you reveal is your call, not the conversation's premise.

If you want to ask about workplace culture around flexibility, remote work, or accessibility, you can frame those questions neutrally. "How flexible is the schedule?" and "Do people work remotely, or is the team mostly in-office?" are standard questions any candidate might ask. You don't need to explain why you're asking.

If the person you're talking to discloses their own disability or mentions accommodations they use, that opens the door for you to share if you want to. But it's optional. You're gathering information to make decisions for yourself. Disclosure is a separate decision you'll make later, if and when you apply for a job.

How to Follow Up

Send a thank-you email within 24 hours. Keep it short. Reference something specific they said that was helpful. If they mentioned a resource, a certification program, or a contact, note that you're following up on it.

Template:

Hi [Name],

Thanks for taking the time to talk yesterday. Your insight on [specific thing they mentioned] was exactly what I needed to hear.

I'm going to [follow up on the resource they mentioned / look into the certification they recommended / reach out to the contact they suggested]. I appreciate you sharing your experience.

If they offered to connect you with someone else in their network, follow up on that within the week. Don't let it sit. They made the offer because they thought it would help, so take them up on it.

If you eventually apply for a job at their company, send them a heads-up. Let them know you applied and thank them again for the conversation. Don't ask them to forward your resume unless they explicitly offer. The informational interview already did its job: you learned whether the role was worth applying to, and you made a professional connection.

When to Move from Informational Interviews to Applications

You'll know it's time to apply when you can describe the role to someone else, when you understand what the day-to-day work involves, and when you've confirmed that the field matches your skills and your capacity. Informational interviews give you that clarity.

If you've had three conversations and you're still uncertain, that's useful information too. It might mean the field isn't a fit, or it might mean you need to talk to people in different types of organizations within the same field. A role that's overwhelming at a fast-paced startup might be sustainable at a slower-moving nonprofit, even if the job title is identical.

Use what you've learned to refine your search. If everyone you talked to mentioned that the role requires frequent travel, and travel isn't sustainable for you, cross that position off your list. If they all said the work is primarily asynchronous and self-directed, and that's exactly what you need, focus your applications there.

The point of informational interviews isn't to delay applying forever. It's to apply strategically, with enough information to know which roles are worth pursuing and which ones will waste your time.

Informational Interviews Build Your Network Without Forcing It

One side effect of informational interviews: you're building a professional network without having to attend networking events or force small talk. Every person you talk to is now someone who knows your name, knows what you're working toward, and might remember you when an opportunity comes up.

That connection doesn't happen because you were charming or because you executed the perfect networking strategy. It happens because you asked thoughtful questions, listened to their answers, and followed up professionally. Those are skills you already have. Informational interviews just give you a structured way to use them.

For more on how to present your work history once you're ready to apply, see Writing Your Resume When Employment Gaps Tell a Story You Can't Share. For a broader look at networking strategies that don't rely on traditional events, see Building Professional Networks When Traditional Networking Doesn't Work.

FAQ

Do I need to mention my disability when requesting an informational interview?

No. You're asking about someone's career, not applying for a job. What you disclose is entirely your decision.

What if the person says no or doesn't respond?

Move on. A non-response isn't personal. They might be overwhelmed, out of office, or not checking LinkedIn regularly. Send three or four requests to different people. One will likely say yes.

Can I ask about salary?

Only if they bring it up. Salary conversations are awkward in informational interviews because the person isn't hiring you. If you need salary data, use resources like Glassdoor, salary surveys from professional associations, or ask about typical salary ranges for the role in general terms.

How many informational interviews should I do before applying for jobs?

Enough to answer your open questions. For some people that's two conversations. For others it's five. When you can describe what the role involves and whether it's a fit for you, you're ready to apply.

What if I don't know anyone in the field I'm exploring?

Use LinkedIn, disability-focused job boards, or professional associations in that field. Alumni networks from schools or training programs you've attended are another option. You don't need a warm introduction, though it helps.

Is it okay to reach out to the same person again later?

Yes, especially if you've acted on their advice or if your career path has progressed. Send a brief update and let them know how their insight helped. People appreciate hearing that their time made a difference.