I'll probably take some crap for this but I go on gut instinct a lot. I've got a guy working for me who is awesome, we got on the phone in the interview proces

I'll probably take some crap for this but I go on gut instinct a lot. I've got a guy working for me who is awesome, we got on the phone in the interview process and 30 seconds into it I was saying "You're hired, I want to work with you". My COO overheard that and was running at me waving his hands no-no-no. That was 2004 or 2005. He's still here. Great hire. Sometimes you can just tell right away. All that rambling aside, I'm with the people who dislike the techy interviews. I was #4 at Google and I don't think there is a chance in hell that I could pass their interview questions today. But I've done good work, created good stuff, they ping me from time to time to come back. So perhaps I should be hired but I wouldn't pass the interview process so far as I can tell. What's wrong with the contract idea in the original article? As a manager, I love the idea of someone who is willing to demonstrate their skills in a contract. If I were out looking for a job I'd offer that up, it's try before you buy, what's the downside? Can other managers tell me what is wrong with that approach?