This probably isn't going to be a well-liked answer, and it's not going to make your job much easier, but it's what I'd do. Besides, you can't dev when you're stuck in meetings in which nothing constructive whatsoever is taking place, you can't dev when people are so frustrated and conditions are so ridiculous that the workplace resembles a bar-room brawl, and it might save a project that is in a death spiral.
1) Anonymously contact management of the parent company and explain the situation to them. Tell them that either (A) your management set the timetable without consulting the dev team, and they either had no idea how complicated the project was, or (B), if you want to deflect blame away from management, that some assumptions were made, such as that you were going to be able to reuse thousands of lines of code from a previous project, but after some tinkering, it was quickly realized that the old code wasn't designed for this project and that you would have to start completely from scratch. Explain that the situations has gone South, that fingerpointing and abuse by management has risen to an intolerable level, and that the team lead, who was not to blame, has already resigned.
If successful, this will accomplish at least one of the following: (1) After being confronted with the facts, they will scrap the project and find something else for you two work on, (2) They will bring in another dev team that will be assigned to take care of a portion of the program so that your team can reallocate its members, (3) They will extend the deadline.
2) If that doesn't work, round up all of the developers and agree to completely stonewall management. It would be hard to ignore them outright, so maybe find someone that doesn't mind losing their job at this point, and ask management to reassign them to "management integration" duties. Sell it to management: he'll be the interpreter between you (the devs) and management, so that they can be better informed and the developers don't have to be pulled away from their work to explain things to management all the time. This person will basically be your own little White House Press Secretary that will deflect the heat off of you. Have them make some fake pictures, PowerPoint presentations, and charts about all the "progress" that's being made (maybe even an exponential bar chart labeled "Milestone Progression",) but have them stick to vague, insubstantiatable nonsense. To dispel the notion that he's just BS'ing, have him construct a fake prototype/program every few weeks. Functionality that can't be faked should be said to be completed, but not in the version on display because there's a six-week lag between the prototype and where the developers actually are at that point. His job is to bamboozle management. If management asks any specific questions of the developers, the developers should just say that they know nothing of that particular part of the program (unless it's a complicated part that management couldn't possibly understand, then refer to the following sentence.) If management puts them under the gun asks them what exactly it is that they are doing, tell them to talk about the really complicated stuff and wave their hands around in the air, trying to demonstrate the subject by drawing and connecting things in 3D-space. Confused and annoyed by these "weird developer eccentricities," they will decide your little interpreter is a lot easier to talk with and leave the developers alone. When six months rolls around, have your interpreter fall guy just quit showing up. Act surprised when management tells you all of the stuff that he's been saying, and then tell them that he'd clearly lost his mind due to the pressures of the job. Tell them that he was your weakest developer, so you had figured he could be more useful in a "Paradigm Integration Engineer" (PIE) position, but that you were surprised he couldn't even handle that. Recommend another person (read: martyr) for the job, claim that he's a lot more in-the-know and respected amongst the team -- fully qualified for the job! Have him go in there and act surprised about the things that the last guy said, then say that all of it was a creation of his imagination. Management will have to spend at least a month or two unlearning the old guy's BS and learning the new guy's BS, and it will be another 3 or 4 months before they catch on to the new guy. At this point, management will be furious and refuse to have another PIE, at which point they will be breathing down your neck once again -- but at least you bought yourself 9-12 months of hassle-free work.
It's not a very good plan, but nonetheless quite a bit better than continuing to show up to work, getting shat on all day, and then deciding to off yourself on your lunch break.