That's why I am genuinely curious what they plan to do once they hire teams. Let's say you hire a team of a designer and a developer. It's not like they will be always working together and with no one else in the company. Chances are you won't be working as the tag team forever. That would be stupid both for the company and for these people because you are being too closed minded and won't learn much by only interacting with the other person when there are so many other talented people in the company. I presume that isn't what they plan to do. Then that leaves us with the option of just hiring them "as a team" but once they're in, there's no guarantee that they will work as the same team, just like how most acquisitions work--when they acquire a company they say stuff like "Company A's expertise will be helpful in us developing our such and such core features", but after the acquisition they all disperse and get assigned to different teams after a while.
So... what's the point? Well that's why I think it's a gimmicky way to attract attention and get more people to apply. Any counter argument?
Any team that gets an offer should come back and ask for +50% since they have as a united team the upper hand.
After this initial PR, said fired average people could write quite an exposé on their experience joining Stripe as a team. Sounds like a recipe for disaster to me and I don't think Stripe is ignorant enough to believe this strategy only has upsides.
Comparing a regular hire / fire to firing an individual from a team is not apples to apples.
For a regular hire, that person is a "team" of skills that can do many things. For example, Joe can program and do technical writing. If MegaTech hires Joe for a programming job, and then only assigns him technical-writing work, they've "laid off" his programming skill. Joe might be a little unhappy that he didn't get to do the job for which he was hired. He may mention it in his Glassdoor review, and that may impact future developers' opinions of MegaTech a smidge.
If MegaTech does a team hire and then lays off one person, it could appear that the initial idea of hiring the whole team was not sincere. That is risking more reputation than hiring and firing one person. When you hire/fire one person, it's clear the company and individual's initial plan failed. When firing a person from a team after a few months, it's not so clear whether the company ever really wanted that person or not.
So I think there are potential downsides. I also think Stripe is aware of these.
I look forward to hearing about this model and hope it works for the companies and groups who try it.