Phone interviews - stuttering

If I were you, I would mention this upfront at the start of the call and explain that it does not affect your ability to do the job. In your third paragraph you have eloquently explained that the stuttering is not a hinderance.

You could handle this by having the introductions at the start of the phone call, then they will ask you their first question. You could then say "before I answer that I just want to address something ....." give a brief explanation of the stuttering, how long it lasts and how it has not adversely affected your experiences with presenting, plus a little about what those experiences are. Sum it up in a few sentences (as you've done above) and don't forget to answer their first question at the end!

Good luck and I hope you get the interview and offer.

- Solitaire

If you claim your stuttering doesn't hurt your ability to communicate/present, then just saying so isn't going to be sufficient.  You'll need to have some specific data to back that up.  Also, I'm not sure whether you need to mention it upfront or not, but if you think it could be a hindrance, I'd make sure to weave your communication skills into your accomplishment examples throughout the interview.  And of course be prepared in general.  Nothing rings more hollow than someone claiming to be a good communicator but then coming across as unprepared for an interview (where your communication skills are on full display).

Also, you seem to imply that it might be a particular challenge over the phone, but you have an advantage -- it's an open-book test, so to speak.  You can have your resume, job description, 3x5 note cards, notepad (to jot down -- briefly -- some of their comments, and the names of other people on the phone) right in front of you.  Have your answers at the ready, including well thought-out examples, and show enthusiasm (stand up).

Bottom line, I think it's probably wise to acknowledge it somehow (to show you are self-aware, and even have a sense of humor about it), but your communication skills are on display throughout the interview and will count much more than any preface remarks.

I'm hesitant to recommend drawing attention to the stuttering (or anything that may be viewed negatively), but I would probably go ahead and mention it upfront if you are certain it is going to be a noticeable issue during the interview. I am guessing that getting it out in the open might make you feel less nervous, and may actually reduce the amount of stuttering you do.

Certainly, you want to be selling yourself first and foremost. Mentioning anything that doesn't go along with that takes away from the time you have to shine, but if you feel you can't do that effectively because of the stuttering then go ahead and say something.

There is scant chance you would be able to disguise your stutter during a 20-minute phone interview. There is zero chance you would be able to disguise it during a 40-hour work week.

Mention your stutter in the context of consideration for the interviewer. "Hey, before we get started, I want to let you know that I sometimes stutter. You may hear a few hiccups during this conversation, and I wouldn't want you to feel confused or uncomfortable. It doesn't bother me and I hope it won't bother you." The message being that you are fine with yourself, that your condition doesn't distress you, and that your concern is for the interviewer's feelings, not your own.

Don't attempt to hide, minimize, or cloak it with the mute-button. If it helps you to have some note cards or a glass of water nearby, go right ahead. (I can't think of a more benign use of the ADA's "modest accommodation" clause than for a stutterer to sip water during a phone interview.)

Knock 'em dead.

Regarding buhlerar's point about needing specific data to back up your statement. Could you have a video of one of your presentations posted online (perhaps somewhere that you have control over when it's seen and by whom) where you could, at the end of the screening, offer a evidence of your effective presentation skills to the internal recruiter you are working with. He/she could then help warm the rest of the interviewing team. You need not make it available to everyone, although they may ask to see it...and see you.