There's no real affordance for engineers to sue or censure the process. I once did some interviewing with a broken wrist that dragged on me two ways: 1) I bas

There's no real affordance for engineers to sue or censure the process. I once did some interviewing with a broken wrist that dragged on me two ways: 1) I basically couldn't speed-code at all. Typing was inhibited for sure, but the friction point threw off my whole thought process. 2) Whiteboard coding was easier, but due to swelling, I usually had to have my arm atop my head or hold it in weird positions. So by law companies are supposed to provide an accommodation, and what I often asked for was to minimize or skip keyboard-based coding since the injury clearly prejudiced my completion time. Did companies oblige? A couple did, but several, including one who you could say was doing a "hiring spree" did not. At said company, I was shoved a laptop to code upon, which I told them I couldn't use without hurting my wrist, but the recruiter was like "IDK." After that interviewer I had a lot of swelling and the next guy was outright mean and made fun of me for having to raise my hand. At the end of that interview, I asked him "what are you looking for in candidates?" and he said "people who can complete their jobs on time" and gestured towards my arm. So, what could one do here, file an EEOC complaint? Write bad reviews? EEOC complaints get basically zero consideration without tons of documented evidence, and if you lose your initial complaint then lawyers usually will decline to take up your case. I did write the recruiters and agency who connected me with this company and guess what? Nothing happened; the agency continues to make money feeding this company candidates. So to be clear, candidates have in reality zero leverage individually. Even in egregious cases like these.