If you have something to say, don't let your stutter stop you from saying it. Ask for time, explain your stutter, do whatever you need to to get your point across. From the hiring manager's perspective, a communicative, upfront self-declared person-who-stutters is probably a safer bet than the otherwise qualified candidate that happened to be unable to speak well. If you get a negative response, you've just discovered that keeping the position you would have been offered may have depended on you being able to suppress or overcome your stutter, which in my opinion places too much of a burden on something that already affects our personal lives. Remember that interviewing goes both ways. It's not just a high-pressure quiz to judge you on your answers. We always walk into interviews thinking about how to hide our inadequacies, when it might be better to turn around and ask "What if one day I'm particularly disfluent and decided to write on sticky notes to converse, just for that day - would that be acceptable?" It's remarkably similar to the early stages of dating. It goes well (meaning efficiently) when both sides are open and honest about their intentions and preferences.