This study examined the influence of recruitment practices on disability inclusion in Nairobi City County Government, with specific focus on job advertisements, free screening and interviewing, recruitment and selection, and hiring policies. The study was guided by the Social Model of Disability, Person–Job Fit Theory, and Equity Theory and adopted a descriptive mixed-methods design. The target population comprised 16,247 Nairobi City County Government employees, from which a sample of 390 respondents was determined using Yamane’s formula and selected through stratified random sampling. A total of 324 valid questionnaire responses were analyzed, representing an 83.1% response rate, while key Human Resource informants were purposively selected for semi-structured interviews. Quantitative data were analyzed using SPSS version 28 through descriptive statistics, Pearson correlation, and multiple linear regression, while qualitative data were analyzed thematically using NVivo 14. The regression model was statistically significant, F(4, 319) = 316.26, p < .001, and explained 79.9% of the variation in disability inclusion (R² = .799; adjusted R² = .796). All four recruitment practices significantly and positively predicted disability inclusion. Hiring policies had the strongest effect (β = .31, p < .001), followed by job advertisements (β = .26, p < .001), recruitment and selection (β = .25, p < .001), and free screening and interviewing (β = .18, p < .001). The study concludes that disability inclusion in county government employment is strengthened by clear inclusive hiring policies, accessible job communication, equitable recruitment and selection procedures, and bias-free screening and interviewing. It recommends stronger enforcement of disability-inclusive hiring policies, regular accessibility audits, continuous training of recruitment personnel, and enhanced accountability for inclusive employment outcomes.