Upper leadership poor and self-centered - Anonymous employee Merakey Employee Review

1.0
Apr 1, 2021
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Site teamwork Site teamwork Site teamwork Site teamwork

Cons

Staffing is low (is everywhere else); however when a senior leader what would happen if staff continue to leave said senior leader stated "We'll just hire others." No attempt to improve situation for current staff. Upper leaders only look out for themselves. It was also reported within an email to statewide staff that during a meeting, improvement of compensation would be discussed; this topic was barely touched upon, leaving staff increasingly unhappy. Also, when problems with documentation is brought to leadership attention, it was stated that the overall situation did not want to be addressed due to the additional problems it would create. Leadership leaves problems to sit and worsen and when the problem is out of hand, they push the problems on the lower level staff. People are not held to appropriate standards. The company focuses too much on trying to expand and not on improving the current services they provide.

Explore other reviews about Merakey

5.0
Apr 30, 2026
Recommend
CEO approval
Business Outlook

Pros

Great Company and I love individuals we serve

Cons

More exposure in job fairs and hiring events. getting our company name out there with more social media advertising

1.0
Dec 16, 2025
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

The mission of the organization is meaningful, and hiring managers genuinely value quality candidates and strong placements. The work can be rewarding when the focus is on making thoughtful hires that truly support vulnerable individuals. Team members care deeply about doing the right thing and producing strong, long-term results.

Cons

Under new management, recruiting has shifted to a numbers-driven model where metrics far outweigh quality, outcomes, and human impact. Recruiters are now responsible for interviewing and decision-making while simultaneously being held to significantly higher, rigid goals that do not account for location based candidate flow or program differences. Time is spent submitting phone screens and documenting nonviable candidates purely to satisfy metrics instead of actively sourcing strong applicants. Being discouraged from cherry-picking candidates, despite hiring for roles supporting vulnerable populations is concerning and demoralizing. This approach reduces efficiency, negatively impacts candidate experience, and has contributed to burnout and low morale. The system feels misaligned with the mission and set up for failure.

4
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