Let me share my point of view as founder/CEO of a small startup in San Francisco, hoping that this helps.
What we do: we are building a software platform to digitize real estate properties (titles) using the Blockchain. (I know, Blockchain will solve everything bla-bla-bla... the reality is that we think this is a good use case for Blockchain technology; but I digress...)
We are a team of 3 co-founders (2 fairly technical, one business oriented), 1 lawyer (the product requires a lot of legal stuff), and 2.5 software developers.
Right now we are looking for at least one more technical person, possibly a front-end.
We have raised ~650k in an angel round, after bootstrapping for ~10 months. We launched an alpha version of the product, and we have one paying customer (a company, as we are mostly b2b at the moment).
The next few hires will be absolutely crucial for us. We can't really afford experiments. What this has to do with disabilities?
I am happy to hire anyone with the right skills, no matter his skin, gender, sexual orientation, or disabilities. Heck, we even hired Italians! (I am Italian, I can make that joke :D).
We don't mind remote people, either. We have a very flexible policy in regards to work. We are not big fans of 9-to-5 and offices.
To be able to hire someone with disabilities, we would need a healthy "inventory" of candidates. The site mentioned in this post, jobenabler.org, lists job opportunities, but doesn't guarantee a good enough list of candidates.
As CEO of a small young cash-poor startup, I have to be brutal and prioritize my time, and therefore I am not sure whether this tool is good enough to find our next hire.
Please note: I am trying to share my point of view as a potential employer, hoping that this helps the discussion.
Any comment, suggestion, or ways in which we can improve the chances of hiring someone with disabilities, please share here, or email me at simone @ fabrica.city.