Our job is to give hope.

Rogue Retreat staff will tell you they have the best job in the world. Giving hope! To see lives restored and people moving on to become self-sufficient is truly humbling and amazing. We’re honored to be a part of their stories.

“I found a family in Rogue Retreat, and I am blessed to be part of such an amazing organization. I hope to continue down this road and eventually progress in the organization, move forward, and continue to help save lives. Because at the end of the day, that is the most rewarding part – seeing people get better, learn to love themselves again, become active members in society who no longer need to hang their heads in shame, but hold them high because they also now have a purpose and are making a difference.”

– Donnie, Rogue Retreat Guest Host

Work for a Top-Ranked Oregon Nonprofit

In 2021, we were ranked #13 among the Top 100 nonprofits in Oregon (50 or more employees category).

From Oregon Business:

Employees say there are plenty of opportunities to grow in this nonprofit that serves homeless people. Leaders are compassionate and committed. ‘The leadership is open and listens and understands how to get the best from employees,’ says one contented staffer.

Graphic of Oregon showing the 100 Best Nonprofits to work for in Oregon 2021

Current Job Openings

Our Hiring Process

Photo of a happy Rogue Retreat employee

Sunshine, Accounting Manager

We encourage anyone interested in working with Rogue Retreat to view all our current job openings at If you find a position that interests you and speaks to your skills and abilities, then please apply through the Indeed platform. We look forward to hearing from you!

Once you apply, our HR team goes through the following process:

  1. A Human Resources (HR) Specialist reviews candidate applications, resumes, and assessments.
  2. We call qualified candidates to set up a phone screening.
  3. Our HR team conducts phone screenings and then reviews qualified candidates.
  4. We call candidates who pass the phone screening to set up an onsite interview with an immediate supervisor.
  5. As a final step, a panel interview may be set up with our Executive Director, Department Manager, Department Director, and immediate supervisor.
  6. Once the interviews are complete, we select and make an offer to the candidate(s) who best represents the skills, abilities, and experience for the position, and who we believe will be a successful team member at Rogue Retreat.
  7. Then the hiring and onboarding process begins.

Non-Discrimination Policy

Rogue Retreat provides equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, we comply with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Rogue Retreat expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of our team to perform their job duties may result in discipline up to and including discharge.

Rogue Retreat is committed to complying fully with the Americans with Disabilities Act (ADA) and other applicable federal, state, and local laws. We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We make our employment decisions based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Further, the Company is committed to not discriminating against any qualified employee or applicant because the person is related to or associated with a person with a disability.

Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. If you are currently disabled or become disabled during your employment and need reasonable accommodation, you should contact Human Resources to assist you with evaluating reasonable accommodations that may enable you to perform the essential functions of your job.

Equity Statement

Rogue Retreat does not discriminate on the basis of race, color, religion (creed), gender, gender expression or identity, age, national origin, disability, language, citizenship, marital status, sexual orientation, military status, or any characteristic protected by law, in any of its activities. This includes the provision of services, recruitment of volunteers, and selection of vendors.


Drug-Free Workplace Statement

The Drug-Free Workplace Act of 1988 requires Rogue Retreat, as a federal grant recipient, to certify that it will provide a drug-free workplace.

As a condition of employment on such contracts and grants, employees will abide by the terms of this statement. Rogue Retreat was founded on the promise to provide a clean and sober environment for our participants, and we are committed to having a drug-free workplace whether meeting with participants, working in the office or representing Rogue Retreat in the community. To accomplish this mission, Rogue Retreat enforces the following Drug and Alcohol Policy.

The unlawful manufacture, distribution, dispensation, possession, use, or sale in the workplace of a controlled substance, as defined by state or federal law, is prohibited.

Rogue Retreat will not condone criminal activity on its property, or on property under its direct control, and will take appropriate personnel action up to and including termination or required participation in a drug abuse assistance or rehabilitation program.