Solid high and low level staff, middle management runs amuck - Anonymous employee TheKey Employee Review

3.0
Mar 21, 2024
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Overall TheKey is a great company. The values and pillars really speak to me and I see our new CEO and other upper level leadership working hard to practice what we preach so to speak. Lower level staff is high quality and my peers, both on my team and across different departments, are almost always extremely capable and proficient in what they do. This speaks volumes about the great work the recruiters are doing to pad our organization with amazing workers. Base pay is great and the flexibility is good too. Extremely responsive and supportive staff in IT and HRIS.

Cons

Some middle management is unmonitored and unregulated. There is a lack of training for most teams so we often are teaching ourselves, there is a major lack of retention so people are constantly being terminated or leaving teams due to toxic management, and overall there is just an unfortunate lack of awareness from upper level on how some of the corporate teams are being managed. Job security doesn’t exist here. I live in constant fear that I’m next up to be laid off. Consistency is lacking. One month we’re being told we’re profitable and growing next month there are rumors of hiring freezes and RIFs.

Explore other reviews about TheKey

5.0
Jul 21, 2026
Recommend
CEO approval
Business Outlook

Pros

The key is a great company to work for.

Cons

There's no cons great company

3.0
Jun 6, 2026
Recommend
CEO approval
Business Outlook

Pros

The mission is meaningful, and many employees genuinely care about the clients and caregivers they serve. There are talented people throughout the organization who work hard and do their best despite significant challenges. Remote work flexibility is also a positive.

Cons

The company struggles with consistency, accountability, and communication. Priorities frequently change, decisions are often made without considering operational impact, and employees are expected to adapt with little guidance or support. There is a noticeable culture of favoritism. Opportunities, visibility, flexibility, and influence often appear to be driven more by relationships with leadership than by performance or results. Employees are not always held to the same standards, which creates frustration and damages trust. The organization relies heavily on employees to compensate for process gaps, staffing challenges, and system issues rather than addressing root causes. As a result, burnout is common and turnover remains a challenge. Frequent restructuring and shifting priorities make it difficult to build momentum, retain institutional knowledge, or execute long-term strategies effectively. Employees are often asked to do more with less while receiving limited transparency around decisions that directly impact their work. For a company that depends on dedicated employees to drive results, there is often a disconnect between leadership messaging and the day-to-day employee experience.

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