It started with a video chat, after which I was invited to interview on-site. I needed to request accommodations, which initially delayed the process by about a month. Two days before I was set to travel to Laurel, MD, I had a video chat with the recruiter who determined that the on-site interview needed to be delayed further to look into essential functions. No one was able to speak to whether being on-call was an essential function. This was early December, resulting in more than two months of delay. In February, I received word that the company wanted to proceed with an interview, but was changing it to virtual. Since my accommodations assumed an on-site interview, I suggested we proceed with an in-person interview or revisit accommodations. After a couple of days, they decided to revert back to an on-site interview. The on-site interview was multiple half-hour blocks of panel interviews (2 people per panel). Each went over aspects of my resume and provided some details on the role and their work. One of the panel interviews included a whiteboarding exercise that was extremely simplistic, especially considering the level of position for which I was being considered. I thought the interview went well, but I received a very impersonal email from HR informing me they won’t not be offering me the position. It felt predetermined, especially considering the difficulties around the accommodation request and discussion of essential functions.