This is what you're facing (or used to, at least until recently):
Environment: Most teams are a core team of good ol' boys who have been with Fiserv for years, if not decades. They are often very close friends. Also in this team are 1-3 sacrificial lambs, hired specifically in case of layoff. Here is how it works:
1) Fiserv lays off x percent of employees on a biennial basis, often newer. The sacrificial lambs are given their pink slips. The good ol' boys are safe.
2) 3-6 months later, Fiserv goes on a hiring spree.
3) The team takes on new people with little regard towards their long-term employment. Usually the new hires are either naïve, incompetent, or both. There is little training or ramp-up, and little work is given out to these newbies.
4) If a core team member retires, quits, or dies, one of the sacrificial lambs are picked, given more time/training/assignments, are quickly ramped up, and in turn becomes one of the core members. Otherwise, the lambs have a very slack schedule for the 18 months they are expected to remain on the team.
5) About 2-3 months before the Layoff Lottery, the sacrificial lambs are suddenly brutalized by the team's manager for being sub-optimal, underperforming, etc. The manager has already marked them for layoff, in order to protect his core team.
6) Go to Step 1, rinse, and repeat.
The only real hazard is that a given smaller region eventually runs out of suckers to hire on. The other hazard, the titanic number of negative Glassdoor reviews, etc.? HR and "Brand Managers" are deployed to put in fake positive reviews, pressure newbie hires to put in positive reviews, etc.
From the looks of things, it appears that We may finally be reaching the end-stage of this tactic. Nobody wants to work for the place. Customers are jumping ship. The C-level is having to mumble and lie their way through earnings calls, and investors aren't buying it.
The rest is just sitting back, munching popcorn, and waiting for the whole thing to crash.