Being asked to perform these tasks is actually a pretty good litmus test to filter out companies. Also, I expect a certain degree of deference given my resume shows a 25 year history of implementing and delivering systems.
There were applicants with a decade or more of experience who, like you, expected some deference and were annoyed or offended, and complained about having to take a coding test. But they were applying for programming roles, not management. Those people didn’t get hired; negative attitudes are a red flag. In effect, this particular company likewise used them as a litmus test to filter out applicants unwilling (or unable) to demonstrate their advertised abilities.
Note especially how the coding test is actually being used to evaluate attitude and things other than coding skill. It’s not valid to assume that being asked to do a coding test implies that someone doesn’t believe you about your experience.
That said, resumes are very easy to fluff up with big sounding projects, so talking through past project details and demonstrating your abilities with a coding test should be par for the course if you want to change companies.
I actually agree and I don’t think coding projects are necessary for hiring, but I do think they’re useful, not bad, and I don’t give deference to anyone when I’m interviewing, no matter how accomplished. I look for people who are smart, willing to learn, excited to do the job, excited to interview for my company, and willing to try.
I'm happy to have real technical discussions and sketch out things, but I've seen enough negging "coding interviews" administered by smug people, and it seems to have little-to-nothing to do with legitimately assessing competence.
I'd also like to have an opportunity to get a sense of the people from talking with them. The FAANG coding theatre performance that undergrads now drill for doesn't tell me much about the team's personality, competence, and working style -- all it tells me is that apparently they are willing to play along with that dysfunctional one-sided game.
When you're focused on system implementation, delivery and maintenance you can pick one of the past projects listed and start probing. It's not hard to quickly get a picture of what the candidate did and didn't do on the project and whether or not they're blowing smoke.