As a retired hiring manager, I’d ask what type of accommodation are you looking for in the technical interview? How would you have convinced me to take a chan

As a retired hiring manager, I’d ask what type of accommodation are you looking for in the technical interview? How would you have convinced me to take a chance on you? And what type of position? What is your comfort level interacting with users and customers? Are you more comfortable heads down, working in the background? Some of these may be addressed in the initial screening. I’ve had ADHD/ASD employees previously and generally it can be managed. For example, one individual was extremely uncomfortable in face to face conversations (always looking down, muttering), but a terrific orator on the phone. So I used the phone and kept that person out of customer/user meetings. Over time, they became more comfortable and brief conversations were possible. Frankly though, at no time, did this individual fall back on their difficulties as an excuse or a limitation. Accommodation emerged naturally. Respectfully, I would suggest that you tone down your anger and think of yourself less as one with “disabilities”. Rather, recognize that companies are not anxious to hire anyone that in the interview suggests they will be difficult to manage or work with. The competition is simply too great. There is always someone else. Further, in my experience as well as the literature, the incidence of ADHD/ASD in the software development space is rather common. Plenty of companies facilitate individuals with ADHD/ASD traits. I urge you to think of yourself differently and figure out how bridge the gap - accommodation is a two as street.