Merit-based civil service recruitment is an important instrument for building a professional, objective, transparent, and accountable bureaucracy. However, its implementation at the local government level still faces institutional, technological, and accessibility challenges. This study aims to analyze the implementation of the merit system in the recruitment of State Civil Apparatus Candidates (CASN) in the West Kutai Regency Government based on PermenPANRB Number 6 of 2024 and identify supporting and inhibiting factors for its implementation. The study used a descriptive qualitative approach with the Van Meter and Van Horn policy implementation framework. Data were obtained through semi-structured interviews with 17 informants consisting of committee/implementers, successful and unsuccessful participants, and supported by documentation. Data were analyzed through coding, categorization, theme development, and thematic interpretation. The results show that the merit system has been implemented through needs planning based on Job Analysis and Workload Analysis, SSCASN, CAT BKN, value transparency, and determination of graduation based on scores and rankings. Implementation is supported by clear regulations, implementer competence, budget support, inter-agency coordination, and a digital system. However, limited local CAT facilities, distance to test locations, travel costs, uneven internet access, and varying quality of information services remain obstacles. Research concludes that the success of merit-based recruitment is determined not only by procedural objectivity but also by the institution's ability to provide equitable access throughout the recruitment process.