Several years ago, I hired someone who looked perfect on paper. Confident. Ambitious. A go-getter with a magnetic personality and a trophy case of achievements.
Six months later, my team was demoralized, collaboration was at an all-time low, and trust had evaporated.
What happened?
We didn’t just hire a high performer—we hired a high-functioning narcissist.
As someone who now speaks globally as a business ethics keynote speaker, I’ve seen this story play out in companies big and small. And recently, an article from The Conversation titled “Why the Words in Your Job Posting May Attract Rule-Bending Narcissists” hit the nail on the head.
It turns out, some of the very language we use to attract high performers may be doing more harm than good.
The Problem: Your Words May Be the Invitation
According to new research, job postings that emphasize words like “dominate,” “authority,” or “power” can unknowingly appeal to narcissistic individuals—people more prone to break rules, hog credit, and disregard team dynamics for personal gain.
And let’s be honest: narcissists often ace interviews.
They charm.
They impress.
They say exactly what you want to hear.
But once hired, the mask drops. And the ethical and cultural cost can be massive.
“One narcissist in a leadership role can erode years of culture-building in a matter of months.” – Chuck Gallagher
The Fix: Ethics Starts at the First Impression
You don’t have to strip ambition out of your job descriptions—but you do need balance.
Here are three practical steps:
- Audit Your Job Language
Are you unintentionally glorifying power without purpose? Reframe phrases that signal “control” and instead highlight ethical leadership and collaboration. - Add Values-Based Language
Include language like “committed to integrity,” “team-focused,” or “values-driven decision making.” It filters in the right people—and filters out those who don’t align. - Educate Your Hiring Teams
Narcissists can charm their way past red flags. Make sure your interviewers are trained to spot inconsistencies, probe deeper, and assess values—not just resumes.
Let’s Talk About It
This issue is bigger than a few flashy buzzwords. It’s about how we shape our workplace culture from the very first interaction.
So I’m asking:
Have you ever hired someone who turned out to be a narcissistic disruptor?
How are you embedding ethics into your hiring practices today?
Drop your thoughts in the comments.
Let’s make this a dialogue worth having—for the future of ethical leadership.
And if you want to dive deeper, I’ve shared more in this short video (linked in the comments). Trust me—you don’t want to miss it.
Chuck Gallagher is a Business Ethics Keynote Speaker and consultant helping companies build cultures of trust, integrity, and long-term success. He speaks worldwide on ethics, fraud prevention, and the ethical application of AI in business.
