I mean don’t most places have a 30 day trial period or something built in? Seems like minimal risk to me.

Hiring someone is extremely expensive and a massive time sink.

Is it though? I tend to let people go pretty quickly if they don’t work out. But I’ve found some real gems because I’ve taken a chance on someone in the past. How do you quantify the cost of missing out on good people that you just assumed didn’t fit the mold? How expensive is that?

> How do you quantify the cost of missing out on good people that you just assumed didn’t fit the mold? How expensive is that?

That is a cost that isn't easily quantifiable. However, the cost of wrong hires is easily quantifiable based on the time effort required to (attempt) to get a new hire going.

Considering that most companies are looking to minimize risk and the potential benefit is not quantifiable I would estimate the chances to skip the interviewing process as minimal.

if the interviewer is competent he will know you wrote the code.

if he does not know, then this means coding interviews do not actually optimize for competent people.

are you afraid to find out the latter might be the case?

Are you insinuating that someone with ASD/ADHD is incompetent because they would need special considerations when testing?