Genentech is a global biotechnology company that created an entire drug discovery industry. To realize their ambitious vision, they recruit superstar scientists who study complicated human DNA, decode genetic puzzles, and create antibodies to treat life-threatening diseases like cancer and multiple sclerosis.

Genentech has been wildly successful. This success has created a virtuous cycle that allows them to attract gifted researchers and scientists from around the world, who can crack the next big genetic sequence.

During our fascinating conversation, their soft-spoken CEO, Alexander Hardy, let me in on an unexpected secret. “Even if there is a genius scientist that we have had our eye on for years, we will take a pass if he or she doesn’t fit into our corporate culture.” According to Hardy, drug discovery is a team sport. Every single person on the team has to play well together, or the entire team will fail. In this light, a lone-wolf genius, who doesn’t play well with others, can be counterproductive to our entire drug discovery process.

Have you ever worked with a superstar who didn’t fit your team’s culture? Join the conversation in the comments below.

“Even if there is a genius scientist that we have had our eye on for years, we will take a pass if he or she doesn’t fit into our corporate culture.” – Alexander Hardy

Hardy shares an interesting, somewhat counterintuitive observation in today’s world. After all, virtually every organization on the planet seems obsessed with recruiting superstar talent. Tech companies pay dearly for engineering talent; universities get into bidding wars for gifted professors, and NBA and other professional sports teams shell out hundreds of millions of dollars for star players. In their view, stars are worth their weight in gold. And some analytic studies confirm this preference. GH Smart, a talent advisory firm, reckons that “A-Players” in companies—or gifted talent—are worth 3X more than everyone else in the company.

One could make a convincing argument that the drug discovery industry is dependent on star talent, too. After all, the tacit knowledge in a scientist’s head, at some elite university, could be the missing link in a promising new, multi-billion-dollar compound that could help Genentech save millions of lives. But there’s more to it than that.

Indeed, Hardy admits that, like everyone else, Genentech is attracted to superstar talent. But they will absolutely take a ‘pass’ on stars that don’t share the company’s core values or fit into their team-oriented culture. “Like everyone else in our recruiting pipeline, superstars go through many, many rounds of interviews until we have absolute clarity on culture fit.” We have no problem passing on the stars who don’t fit.

With the Genentech example in mind, we are coining the term ‘anti-bodies.’ They’re the people who don’t fit a well-defined corporate culture. They’re the people that look good on the paper and have stellar resumes but destroy culture and economic value in the long run. We highly recommend that organizations of all shapes and sizes follow Genentech’s lead and carefully assess talent for culture fit before they make a big hire—especially the superstars.

*This interview is presented by CEO Fellows in partnership with N2Growth- Request to join our exclusive leadership forum and have conversations with our Culture Champions here. We invite you to share your story and get feedback from iconic leaders like Alexander Hardy, executive advisors, top leadership professors, and gifted students from around the world.