He went through 3 rounds of "hiring committees".
3 different committees to make a developer hire is obviously broken. The ability to evaluate culture and skill fit should be possible with a hiring manager and a few prospective peers.
After your phone interview with an engineer, you go in for your on site interview and talk to at least 4 people, both managers and engineers. They each write up their impressions of you without discussion between them. They pass their impressions on to a hiring board that reviews those, your resume, and what positions are open.
That board passes the recommendation onto a final board who I suspect is largely a financial gatekeeper, just to approve stock grants and controls company-wide hiring rates and company wide strategy.
Local hiring committee, regional hiring committee, HQ hiring committee then final sign-off by Larry himself.