From experience, this is not dissimilar to the internship-to-hire programs large firms like Qualcomm have used. At anywhere even 10% of that company's size, any individual can easily feel lost in a tidal wave -- triply so if your firm is facing any significant mountain of work prohibiting a good onboarding. Some employers may think this is even advantageous for them, but it can burnout the new hires fast.

The difference with this is the new cohort would have better cohesion from the get-go and might stand a greater chance of dealing with cultural fusion, imposter syndrome, "am I paid appropriately" syndrome, "why shouldn't I advocate a union" syndrome, etc