There is no single right time to disclose that you're autistic during a job search. Anyone who tells you otherwise is selling something. What there is, is a series of decision points — and knowing what each one actually requires can take a lot of the guesswork out of it.
Before You Apply
You don't owe anyone disclosure to submit an application. Nothing about applying for a job requires you to say anything about being autistic, and there's no box you're required to check.
On the Application Itself
Some applications include a voluntary self-identification form for disability status — this is usually tied to federal contractor reporting requirements (Section 503), not a hiring decision. It's optional, it's supposed to be kept separate from the hiring team's view, and skipping it has no bearing on your candidacy. If you're unsure, you can leave it blank.
During the Interview Process
This is where most people start weighing it seriously — usually because they want an accommodation for the interview itself (more on that in a future article). You can request an accommodation without disclosing a specific diagnosis. "I have a disability that affects X" is enough; you're not required to say the word autism.
"I have a disability that affects how I process verbal information in real time. Could I request the interview questions in writing in advance, or a few extra seconds to respond during the interview?"
After an Offer
Once you have a job offer, disclosure to request formal accommodations is at its legally safest point — an employer cannot rescind an offer because you disclosed a disability and requested a reasonable accommodation. This is usually the point where it makes sense to formally invoke ADA accommodation processes if you'll need ongoing support.
Whatever you decide — disclosing early, disclosing late, or not disclosing at all in a given job — is a valid strategy. You are the only one who can weigh the risk and benefit in your specific situation. There is no wrong answer here, only trade-offs.