Part of the challenge is that the ADA is different than other anti-discrimination laws. We do usually allow discrimination on the basis of ability. That is, after all, what an interview is trying to do: establish whether someone has the ability to do the job at hand.
What the ADA requires is that a company make accommodations for specific disabilities, in both interviewing and the job itself, to ensure the ability being screened for actually is relevant to the work. https://www.hireautism.org/resource-center/interview-accommo... has examples of accommodations you may request.
"Getting questions ahead of time" and "perform an at-home work sample" are the two I've seen have the most success in our field. Being able to communicate effectively on Zoom is often a part of our day-to-day work in remote positions, especially as either a junior engineer learning or a senior engineer effectively mentoring junior engineers, but being able to type in front of other people is only relevant in shops that practice pair programming and outside of incident scenarios we almost always know what we are about to work on.
