Our top performer is not good with teamwork. Won't help juniors, dismissive in meetings, won't share knowledge.
Performance metrics say they're amazing, but the team is suffering. How do you handle this in reviews?

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can you set them up for training on where they are falling short? Set expectations on how long you give them to see improvement in theses areas and have them show you HOW they have. What have they put in place etc.

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This would be quite hard to deal with

As CEO you have a hard choice to make, performance metrics (most often selected) or teamwork. Here is a thought: He is not really a "top-performer" if he is not exhibiting teamwork. PIP time.

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