Well one way is by cutting based on seniority and tenure since survival ought to correlate with value. Before you say it, that’s obviously not always the case b

Well one way is by cutting based on seniority and tenure since survival ought to correlate with value. Before you say it, that’s obviously not always the case but in a not-degenerate organisation it should be mostly the case. You could also cut based on sparsity —- ie cut positions which are least costly to rehire. Or cut based on dependence — cut positions which are least critical. Or cut positions that are most dependent on near future revenue. In all one can see how a multi criteria cut could be reasonably argued — in the end it only needs to mostly succeed.