My first two interviews with HR and the hiring manager went splendid. The third interview, a coding session, went terribly. I have developmental and learning disabilities and the format of the coding interview was not at all a comfortable situation. I understand coding interviews can be stressful and are used to gauge a whole gamut of skills in the everyday role. What I expected: A session with a possible team member to go over a small script, logic, ideas, etc. A "show me how you code" presentation. There are also numerous examples of what other candidates have had for coding challenges on glassdoor that I specifically prepared for. What I got: A three hundred line program written for this interview, missing functions but complete with variables and data structures to work with that was proctored by someone on another team. This same person admitted they haven't used the language in some time and wasn't sure themselves of the exact solution. After explaining that this is not how I work or learn, no attempts were made to accommodate my needs and I was casually dismissed with "Yes I know of that, I understand". My advice: 1. Offer a take home test for the coding interview. Not all engineers can be handed a completely unknown program and reverse-engineer it in thirty minutes. Doubly if they have disabilities or accessibility needs. We have our own ways of processing things. 2. If you're not willing to offer a take home test, at least give the person a heads up on what the interview may cover for topics. Programming languages can do five million things, maybe tell us what specifically of that five million we should brush up on. 3. Offer better inclusion training for your interviewers or select certain individuals that excel with sensitive candidates Bottom line- make your process more accessible for those with disabilities. There are a lot of us engineers you're missing out on from archaic hiring practices. I don't care you rejected me; I care that you may not be offering a fair experience for all people. Do better.