Terrible leadership and unsafe working conditions for staff and clients - Register Behavirial Tech (RBT) Merakey Employee Review

1.0
Feb 25, 2023
Recommend
CEO approval
Business Outlook

Pros

A lot of sit down time with clients because there are not updated programs for the students. The teachers that work with the clients are much more involved and act as acting senior leadership since BCBAs are not present. However, the teachers do not have education background in behavior analysis so they could use a BCBAs support.

Cons

BCBAs do not update programs enough to keep up with client behaviors. BCBA are not present or able to help during crisis because they don’t have enough staff. Management would also rather attempt to fire RBT’s that are asking for better working conditions than listen to the concerns they have. The kids that we worked with had severe aggressive behaviors and we often worked as crisis management, rather than in an ABA practice. Many staff are not trained well enough for crisis intervention and lead to future escalation with clients that have lead to very serious injuries of clients and staff. On a regular basis one RBT was left with four clients, if a crisis was occurring, and they needed support from other therapists.

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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