I agree, but this is also a management failing, in not noticing the pattern.

I've been able to successfully hire good people by noting that some interviewers are never satisfied with any candidate. Once the pattern is clear, I either remove them from the hiring process, or politely disregard their opinion.

Hiring only with 100% consensus is a sucker's game. Some of my best hires have involved judging which "no" could be overridden safely.