Letting dodgeball languish and pushing Crowley out of Google really ought to be the subject of a bunch of management self reflection and probably even some firings, all the way up to the CEO level.
I was with you until you said this.
If the problem was a company-wide cultural mismatch, it strikes me as somewhat absurd to declare that the answer is to fire the people who happened to be posted near the border of that mismatch. That doesn't fix anything.
Punishment is overrated. The blame game is a game with no winners.
The new CEO is setting a new tone, new structure and new priorities. Getting rid of people who fail to adopt the new vision is fine and reasonable. Firing people for pre-pivot problems isn't.
Frankly, I think your suggested action would have one major effect: killing innovation.
After all, who would dare to innovate if they knew that if the project failed (no matter if the cause was them, or if it was a company-wide cultural issue) that you might capriciously fire them, long after the fact?