https://www.usenix.org/system/files/login/articles/login_june_07_jones.pdf
An unusual feature of Google’s engineering hiring process is that the hire/no-hire decision is not made by a manager; instead, it’s made by a hiring committee before going to senior management for approval (if the decision was to hire). The committee members are drawn from across the organization, including multiple locations and teams within SRE.
Removing the (prospective) hiring manager from the process prevents the common management pathology of taking the first warm body who seems vaguely competent to fill a vacancy or a short-term need, compromising hiring standards at the expense of the long-term health of the organization. In fact, allocation of a new hire to a specific team in SRE always happens separately, after the hire/no-hire decision is made. As a result, we can expect our hiring quality across SRE to stay consistent over time—or at least, be changed intentionally by management in response to headcount availability—rather than simply choosing a candidate who happened to apply for a particular opening
at the discretion of that team’s manager.