Corrupt. Poor Leadership. - Anonymous employee Merakey Employee Review

1.0
Sep 25, 2015
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

The only good thing I have to say about NHS is that there are entry level positions that give time experience to those who are beginning their careers.

Cons

The entire place is corrupt from the bottom to the top, all the way to HR. Advancement is only available based on who you know. Management is incompetent and corrupt. If you're not part of their group, they will make you feel very ostracized. If they want you out, they will set you up and find a way to get you out. Illegally provides negative references to future employers. Management has MAJOR boundary issues with the students and gossips about staff with them. Management will recruit kids to set up staff. Management does not follow company policies that are clearly outlined, and they tell certain staff that it's okay to break policy so long as they cover their tracks. This is particularly true within the girls program. Management has successfully been able to get rid of the people they do not want there, and the performance of the company has only declined since, demonstrating their effectiveness in performing their jobs. Management has lied to the Department of Public Welfare about how they execute their policies, and the staff and students have suffered as a result of their leadership.

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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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