Elon Musk is the quintessential engineer, and focuses on data and facts even in terms of hiring and managing people, but he says that his methods haven’t always worked.
The Tesla and SpaceX CEO, known for his relentless pursuit of innovation and his exacting standards, recently shared a candid reflection on his leadership journey. In a moment of uncharacteristic vulnerability, Musk admitted to a hiring philosophy that prioritized brilliance over character—a mistake he says he’s repeated despite knowing better. His admission offers a rare glimpse into the challenges of building teams at the cutting edge of technology, where the pressure to recruit the best minds can overshadow equally important considerations about who those minds belong to.
“The biggest mistake in general that I’ve made, and I’m trying to correct for that, is to put too much of a weight on somebody’s talent and not enough on their personality,” Musk said. “I’ve made that mistake several times. In fact, I’d say I’m not gonna make that mistake again, and then I would make it again.”
The admission suggests a pattern that even one of the world’s most successful entrepreneurs has struggled to break. Despite recognizing the problem and resolving to change course, Musk found himself repeatedly drawn to raw intellectual firepower at the expense of interpersonal compatibility. “I think it actually matters whether somebody has a good heart. It really does,” he continued. “I’ve made the mistake of thinking it’s just about the brain.”
The implications of Musk’s revelation extend far beyond his own companies. In Silicon Valley and the broader tech industry, the “brilliant jerk” phenomenon has long been a subject of debate. Companies from Apple to Netflix have grappled with whether exceptional talent justifies tolerating difficult personalities. Research increasingly suggests it doesn’t—toxic high performers can drag down team morale, drive away other talented employees, and create cultural dysfunction that outweighs their individual contributions.
Musk’s companies have themselves been flashpoints in this debate. Tesla and SpaceX are known for their demanding work environments, and Musk’s own management style—including his gutting of Twitter’s workforce after acquiring the platform in 2022—has drawn both admiration and criticism. His acknowledgment that prioritizing talent over personality was a mistake suggests he may be rethinking aspects of his approach, particularly as his companies mature and require not just innovation but sustainable organizational cultures. In an era where company culture and employee well-being are increasingly seen as competitive advantages, Musk’s hard-won lesson serves as a valuable reminder: the smartest person in the room isn’t always the right person for the team.