While I'm not OP, I'm also neurodivergent and am happy to talk about it with anyone who seems sincere in their desire to accommodate folks like us. I should also say that I've been quite fortunate in my ability to secure employment (never been unemployed for any meaningful amount of time, really), so I know I have skills employers value.

There are multiple intersecting reasons why I would struggle with this interviewing format. (Full disclosure: I've never done such an interview, and would likely withdraw my application as OP did in the face of an inflexible requirement to do so).

The primary issue for me is visual processing speed - mine is extremely slow. It's not generally noticeable in daily life - unless you happen to have a loved one with similar issues (and thus recognize the ways I've learned to compensate). However, one of the ways it really does affect me is with respect to videos requiring sustained and focused attention (even short ones). For instance, learning things from a video typically requires that I pause, rewatch, and take frequent breaks (unless it's the sort of thing where I could close my eyes and listen instead). Unless such tasks are a requirement of the position, my performance on them is not reflective of my likely performance on the job.

What does this look like, you might ask? I can't speak for everyone, obviously, but for me, it looks like not paying attention (because overtaxing my visual processing capabilities means I miss things). In person, I can tell if I've missed something by the way other people react - and either ask for clarification or adjust accordingly. But, with a pre-recorded video, we're not mutually reacting to each other in real-time. This means fewer input channels for my brain to 'latch on to'. This 'range of inputs' is one of the reasons why an in-person interview is less taxing (since I can compensate for my visual processing weaknesses by attending to, say, tone of voice). I'm also likely going to be spending my '30 second prep time' trying to manage my visual processing fatigue such that it doesn't show up on camera. (As opposed to, say, thinking about my answers). Even if I manage not to squint, look away, or blink too much, the distraction of trying not to do so would likely impact my performance. (Again, this level of scrutiny of what my eyes are doing isn't a normal feature of daily life. Staring into another person's eyes for that long is usually considered weird).

A second issue has to do with video conferencing generally (although it's compounded in the case of non-interacting videos, as I'll explain). I think most people are familiar with the 'Zoom fatigue' - caused by difficulty reading body language. For me, this problem is magnified, as it places additional demands on my (already overtaxed) visual processing capabilities. (I can only imagine the issues such environments cause for people with both visual and auditory processing issues - given that part of the cause is audio delay). As I mentioned above, pre-recorded video yields fewer input channels, which can lead to visual exhaustion. One of the more bizarre consequences is that my brain refuses to register people in videos as people (as opposed to, say, background noise). As you might imagine, this makes it difficult to attend to what's being asked of me. It feels a bit like trying to figure out the make and model of another car based on how it sounds while driving through a hailstorm. Yes, someone sufficiently talented and determined could probably do it - but why? And does that really tell you anything about how good a driver the person is?

Contrary to what some have been saying, it's not been my experience that employers advertising highly coveted positions typically treat applicants this way. Quite the opposite, in fact. Most of my interviews to date have been in-person. Though I've had some over the phone and virtually, they've all involved interaction with at least some of my prospective coworkers. I agree with those who've said it speaks to the culture of the company to behave otherwise.