It's hard to keep the bar equal when some candidates are treated as higher value, especially considering if you're putting women at the top of your funnel you can be sure Google is too.
Hiring managers / hiring committees for technical positions at the big-5 are made up of peer engineers and managers (not recruiters or executives). So they hire the best person for the job because they're likely to be working alongside.
I haven't come across situations where there are direct diversity incentives at the point where the hiring decision is made. Sure, there's probably indirect incentives, but I don't think they're as strong as your suggesting.
And engineers are free of bias? You know the candidate is a desirable hire and will receive competing offers because of their gender (rightly or wrongly).
Hiring managers / hiring committees for technical positions at the big-5 are made up of peer engineers and managers (not recruiters or executives). So they hire the best person for the job because they're likely to be working alongside.
I haven't come across situations where there are direct diversity incentives at the point where the hiring decision is made. Sure, there's probably indirect incentives, but I don't think they're as strong as your suggesting.