> You tell them up front what the expectations are for the role, and if they don’t meet them in 90 days, you fire them.

In the US at least, firing people for cause is difficult to do. More likely you just wait for next RIF and include your low-performers on the list.

So, yes, this is business as usual to some extent, but it's not a very cost effective or efficient way of hiring. If you really have work that needs doing, then you want to hire someone able to do it, not have a haphazard hiring process where it's a crapshoot and "if they don't work out we'll just fire them in our annual RIF, and try again".