How to Find & Hire a Sober Living House Manager [2026 Guide]

Finding the right house manager is the single most important hiring decision you will make as a sober living operator. A great manager creates a thriving recovery environment. The wrong hire can destroy your reputation, damage resident outcomes, and cost you months of rebuilding.

This guide covers where to find qualified candidates, how to screen them effectively, and how to build a team that stays. For detailed job responsibilities, compensation data, and interview questions, see our companion guide: Sober Living House Manager Job Description.

Where to Find Quality House Manager Candidates

The best house managers are not always actively job hunting on major job boards. They are embedded in recovery communities, working in treatment settings, or completing certification programs. Here is where to find them.

Recovery Community Networks

Recovery community networks are your most valuable recruiting ground. Candidates from these sources understand recovery culture, have established support systems, and often bring genuine passion for the work.

Local 12-Step Meetings

AA, NA, and other 12-step meetings are filled with people who have rebuilt their lives and want to give back. While you should never recruit during meetings themselves, you can:

• Let your personal network know you are hiring
• Post on recovery community bulletin boards (with permission)
• Ask sponsors and people with long-term recovery if they know suitable candidates
• Attend recovery events and community gatherings

Recovery Community Organizations (RCOs)

RCOs exist specifically to strengthen recovery communities and connect people with resources. Many maintain job boards or referral networks for recovery-friendly employment. Search for “recovery community organization” plus your city or state to find local RCOs.

National RCOs that may have local chapters or job resources:

• Faces and Voices of Recovery
• Young People in Recovery
• Association of Recovery Community Organizations (ARCO)

Alumni Networks from Treatment Centers

Treatment center alumni programs connect people who have completed programs and maintained recovery. Alumni coordinators often know graduates who are looking for meaningful work in the recovery field. Reach out to alumni coordinators at treatment centers you work with and let them know about opportunities.

Recovery Advocacy Groups

State and local recovery advocacy organizations attract passionate individuals committed to recovery causes. These groups host events, trainings, and meetings where you can network and share hiring needs.

Treatment Center Connections

Treatment centers are natural feeder systems for house manager talent. Staff members at treatment centers gain valuable experience with crisis intervention, documentation, and working with people in early recovery.

Discharge Planning and Case Management Staff

Case managers and discharge planners at treatment centers often want to continue working with clients through the recovery journey. They understand the transition challenges residents face and may be interested in the more relational nature of sober living work.

Behavioral Health Technicians

BHTs work frontline in treatment settings, handling many of the same responsibilities house managers face: monitoring clients, facilitating groups, managing crises, and documenting incidents. Experienced BHTs often seek advancement opportunities that sober living management can provide.

Alumni Program Coordinators

These staff members already focus on post-treatment support and may be interested in shifting to the sober living side of the continuum of care.

How to Build These Relationships

When connecting with treatment center staff:

• Introduce yourself to admissions directors and explain your hiring needs
• Attend treatment center open houses and events
• Offer to speak on panels about recovery housing
• Maintain strong referral relationships that expose you to their staff

Treatment centers often have non-compete clauses, so be transparent about your interest and let candidates initiate conversations about employment.

Professional Certification Networks

Certification programs produce candidates with formal training in recovery support. These candidates often have both lived experience and professional competencies.

Peer Recovery Specialist Training Programs

Certified Peer Recovery Specialists (CPRS), Certified Peer Support Specialists (CPSS), or equivalent certifications (titles vary by state) complete training programs that include:

• Ethics and boundaries
• Recovery support principles
• Crisis intervention
• Documentation and confidentiality
• Cultural competency

Contact your state’s CPRS certifying body to inquire about posting positions to graduates or students nearing completion.

NARR Certification Programs

The National Alliance for Recovery Residences (NARR) and state affiliates offer Certified Recovery Residence Administrator (CRRA) training. Individuals pursuing CRRA certification are specifically interested in recovery housing management. Connect with your state NARR affiliate for job posting opportunities.

Addiction Counselor Programs

Community colleges and universities with addiction counseling or substance abuse counselor programs produce graduates interested in the recovery field. While these graduates may eventually pursue clinical licensure, house management can be an excellent entry point. Contact local program directors about internship or employment opportunities.

Educational Institution Pipelines

Educational programs can provide a steady stream of candidates, particularly for operations with multiple positions or regular turnover.

Community Colleges

Many community colleges offer addiction studies, human services, or behavioral health certificate programs. These students need field experience and may be excellent candidates for entry-level or part-time positions that can grow into management roles.

Social Work Programs

BSW and MSW programs require field placements. While house management may not fulfill clinical practicum requirements, students and recent graduates interested in substance use work may find these positions attractive.

Psychology and Counseling Programs

Graduate students in counseling or psychology programs sometimes seek part-time work in behavioral health settings to gain experience while completing their degrees.

How to Connect with Programs

• Contact department chairs or program directors
• Offer to host site visits or speak to classes
• Post positions on campus job boards
• Attend campus career fairs focused on human services

Job Boards and Online Recruiting

While recovery-specific networks often yield better candidates, job boards expand your reach and should be part of a comprehensive recruiting strategy.

General Job Boards

When posting on Indeed, ZipRecruiter, or LinkedIn, use specific keywords that attract the right candidates:

• “Sober living house manager”
• “Recovery house manager”
• “Recovery residence manager”
• “Halfway house manager”
• “Peer recovery support”

In your posting, emphasize:

• Mission-driven work environment
• Recovery-friendly employer
• Whether personal recovery experience is valued
• Specific certifications that are preferred

Recovery-Specific Job Boards

Several job boards cater specifically to recovery and behavioral health employment:

• WorkInRecovery.org - Job board focused on recovery-friendly employment
• SAMHSA’s Behavioral Health Treatment Services Locator (provider resources section)
• State association job boards - Many state NARR affiliates and behavioral health associations maintain job listings
• NAADAC Career Center - While primarily clinical, attracts addiction field professionals

LinkedIn Recruiting

Beyond posting positions, LinkedIn allows you to proactively search for candidates with relevant experience. Search for:

• Peer recovery specialist
• Behavioral health technician
• Treatment center staff
• Recovery coach
• Addiction counselor

When reaching out, personalize your message and focus on the meaningful nature of the work.

Word of Mouth and Referrals

Never underestimate the power of your existing network. Some of the best hires come through referrals.

Other Sober Living Operators

Fellow operators know qualified candidates who may be looking for opportunities or living in a different area. Build relationships with operators in your region through:

• State NARR affiliate meetings
• Recovery housing conferences
• Local operator networking groups

When operators trust you, they will refer candidates they know to be qualified.

Current Staff Referral Programs

Your current team members know the job requirements better than anyone. Implement a referral program with:

• Cash bonuses for successful hires (paid after 90 days of employment)
• Clear guidelines on referral eligibility
• Communication about open positions

Current staff members will not refer candidates who might make them look bad, providing built-in quality control.

Recovery Community Members

Let people in your recovery community know you are hiring. People with strong recovery often know others who would thrive in this role.

Treatment Center Partners

Your referral partners at treatment centers interact with many recovery professionals and may know candidates seeking new opportunities.

Creating an Effective Job Posting

A well-crafted job posting attracts qualified candidates while filtering out those who are not a good fit. For a complete job description template with detailed responsibilities, see our House Manager Job Description guide.

What to Include in Your Posting

Compelling Opening

Lead with the impact of the role, not the tasks:

“Join our team as a House Manager and help residents build the foundation for lasting recovery. You will create a safe, supportive environment where people transform their lives.”

Key Responsibilities (Summary)

List 5-7 core responsibilities. Keep it high-level in the posting and save details for the interview:

• Oversee daily operations and maintain a recovery-focused environment
• Support residents through challenges and celebrate their progress
• Enforce house rules with consistency and compassion
• Coordinate with treatment providers and families
• Manage administrative duties including intake, documentation, and billing

Required Qualifications

Be clear about non-negotiables:

• Minimum sobriety requirement (if applicable)
• Background check requirements
• Certifications (CPR, First Aid, Narcan training)
• Valid driver’s license (if required)
• Availability requirements (live-in, overnight, weekends)

Preferred Qualifications

List nice-to-haves without making them seem required:

• CPRS, CADC, or equivalent certification
• Previous supervisory experience
• Experience in treatment or recovery settings

Compensation and Benefits

Include salary range to attract serious candidates. According to our salary research, ranges vary by region:

• Entry-level: $32,000 - $40,000
• Experienced: $40,000 - $55,000
• Live-in positions: Reduced salary plus housing value

Mention benefits even if limited: PTO, health insurance, professional development support.

Application Instructions

Specify exactly what you need:

• Resume
• Cover letter (optional but recommended)
• How to apply (email, online form, etc.)
• Timeline for response

Where to Post

Prioritize these channels based on budget and reach:

1. Free channels first: Recovery community networks, NARR affiliate boards, treatment center partners, word of mouth
2. Paid channels: Indeed (sponsored posts), ZipRecruiter, LinkedIn
3. Ongoing presence: Keep your careers page updated; maintain relationships with educational programs

Initial Application Screening

Before investing time in interviews, screen applications for:

• Does the candidate meet required qualifications?
• Is the cover letter (if requested) thoughtful and relevant?
• Does the resume show stability or explain gaps?
• Does the candidate seem genuinely interested in recovery work?

Create a simple scoring rubric to standardize initial screening.

The Screening Process

A structured screening process helps you evaluate candidates fairly and thoroughly while protecting your organization.

Phone Screening

Phone screens filter out candidates before investing in in-person interviews. Plan for 15-20 minutes and cover:

Basics and Logistics

• Confirm availability and start date
• Verify understanding of compensation and schedule
• Confirm they meet required qualifications

Motivation

• “Why are you interested in this role?”
• “What draws you to recovery housing specifically?”

Experience

• “Tell me about your relevant experience.”
• “How does your background prepare you for this role?”

Recovery Status (If Applicable)

• “Are you in personal recovery? If so, can you tell me about your recovery journey?”
• “How do you maintain your own recovery while supporting others?”

Red Flags to Note

• Vague answers about work history
• Inability to articulate interest in recovery work
• Complaints about every previous employer
• Scheduling difficulties for interviews

Reference Checks

Never skip references. They reveal information candidates will not tell you directly.

Who to Contact

• Previous supervisors (most valuable)
• Colleagues who observed their work
• Recovery community members (sponsors, recovery coaches)
• Professional references from certifying bodies

What to Ask

• “Would you rehire this person?”
• “How did they handle conflict or crisis situations?”
• “What are their greatest strengths? Areas for growth?”
• “How reliable were they? Any attendance concerns?”
• “How did they handle boundaries with clients/residents?”

Reading Between the Lines

Pay attention to:

• Hesitation or qualified answers
• Refusal to answer specific questions
• Enthusiastic versus lukewarm recommendations
• Consistency with what the candidate told you

Background Check Considerations

Background checks protect your residents and organization. Requirements vary significantly by state.

Types of Checks

• Criminal background check (statewide and/or national)
• Sex offender registry
• Drug screening
• Driving record (if transportation is part of the role)

Important Considerations

Background check requirements and limitations vary by state. Some states:

• Prohibit asking about criminal history on applications (ban-the-box laws)
• Limit how far back employers can consider criminal history
• Have specific rules for recovery housing or behavioral health employers
• Allow consideration of rehabilitation evidence

Recommendation: Consult with an employment attorney familiar with your state’s laws before establishing background check policies. Many states allow recovery housing operators to hire individuals with past drug-related convictions while still protecting against more serious concerns.

Transparent Communication

Be upfront with candidates about your background check process:

• Tell them what you will check during the application process
• Give them an opportunity to explain any concerns before you decide
• Follow EEOC guidelines on individualized assessment

Interview Best Practices

The interview is your opportunity to evaluate fit, skills, and temperament. Structure it to get beyond rehearsed answers.

Interview Format Options

In-Person Interviews (Preferred)

In-person interviews allow you to:

• Observe body language and interpersonal skills
• Show the candidate the facility
• Introduce them to current staff and possibly residents
• Evaluate how they interact in a recovery environment

Video Interviews

Use video for initial interviews if:

• Candidate is relocating
• You are screening high volumes of applicants
• Logistics make in-person difficult

Always conduct a final in-person interview before hiring.

Interview Structure

Plan for 45-60 minutes:

1. Welcome and overview (5 minutes): Put the candidate at ease, explain the process
2. Candidate background (10 minutes): Have them walk through their experience
3. Behavioral questions (20 minutes): Scenario-based questions that reveal how they think
4. Role-specific questions (10 minutes): Questions about recovery, boundaries, and crisis response
5. Candidate questions (10 minutes): What they want to know tells you about their priorities
6. Next steps (5 minutes): Timeline and process

Key Questions to Ask

See our House Manager Job Description for 15 comprehensive interview questions. Focus on questions that reveal:

Crisis Response

• “Describe a crisis you managed. What did you do and what was the outcome?”
• “How would you respond if you arrived for your shift and found a resident unresponsive?”

Boundaries and Judgment

• “Tell me about a time you had to enforce a rule you personally disagreed with.”
• “How do you balance being supportive with maintaining accountability?”

Interpersonal Skills

• “How would you handle a conflict between two residents?”
• “Describe how you build trust with someone who is resistant or defensive.”

Recovery Understanding

• “What does maintaining a recovery-supportive environment mean to you?”
• “How do you think about relapse in terms of the recovery process?”

Involving Current Staff

If you have existing staff, involve them in the process:

• Have candidates meet the team
• Get staff feedback on interpersonal impressions
• Consider having a trusted staff member participate in interviews

Staff buy-in on new hires improves team dynamics and retention.

Red Flags to Watch For

Beyond the detailed red flags in our job description guide, watch for:

• Overpromising or overconfidence
• Inability to describe specific examples
• Negativity about previous employers or colleagues
• Defensive responses to straightforward questions
• Lack of curiosity about the role or residents
• Signs of instability in personal life
• Minimizing the challenges of the role

Making the Offer

When you have identified the right candidate, move quickly. Good candidates often have multiple options.

Extending the Offer

Verbal Offer First

Call the candidate to extend the offer verbally:

• Express enthusiasm about them joining the team
• Confirm salary, start date, and key terms
• Give them a reasonable deadline to respond (48-72 hours for most positions)
• Ask if they have any questions or concerns

Written Offer Letter

Follow the verbal offer with a written offer letter that includes:

• Position title and start date
• Compensation (salary, housing value if live-in, benefits)
• Work schedule and expectations
• Contingencies (background check, drug screen, references)
• At-will employment statement (or other employment terms)
• Deadline to accept

Compensation Discussion

Most candidates will want to discuss compensation. Be prepared to:

• Explain your compensation philosophy
• Discuss non-salary benefits (housing, flexibility, professional development)
• Have some flexibility if the candidate is strong

Keep in mind regional salary benchmarks so you can negotiate competitively.

Benefits to Consider

Beyond salary, consider offering:

• Health insurance: Major differentiator if you can provide it
• Paid time off: Critical for preventing burnout
• Professional development: CPRS certification, CRRA training, conference attendance
• Housing: For live-in positions, free housing adds significant value
• Performance bonuses: Tied to occupancy, resident outcomes, or tenure milestones
• Mileage reimbursement: For work-related transportation
• Phone allowance: If using personal phone for work

Confirming Start Date and Onboarding

Once the candidate accepts:

• Confirm their start date
• Provide any pre-employment paperwork
• Share what to expect on day one
• Send onboarding materials in advance if possible

Onboarding Your New House Manager

The first 90 days determine whether your new hire succeeds or struggles. Invest time upfront.

First Week Checklist

Day One

• Welcome and introductions to all staff
• Facility tour covering all areas
• Review of emergency procedures and safety equipment
• Technology setup (software access, phone, email)
• Introduction to documentation systems
• Review of resident confidentiality expectations

First Week

• Shadow experienced staff or outgoing manager
• Meet all current residents
• Review every policy and procedure manual
• Complete required certifications (CPR, Narcan if not current)
• Introduce to key referral partners
• Begin shift coverage with support

Training Requirements

Required training should include:

• Drug testing protocols and procedures
• Resident intake process
• Crisis response and emergency procedures
• Documentation requirements and systems
• Software training for your management platform
• HIPAA and confidentiality
• Conflict resolution and de-escalation

Setting Clear Expectations

Document expectations in writing:

• Daily, weekly, and monthly responsibilities
• Communication expectations (response time, reporting requirements)
• Decision-making authority and escalation protocols
• Performance metrics and how success is measured
• Boundaries and prohibited conduct

30-60-90 Day Plan

Create a structured development plan:

First 30 Days

• Complete all required training
• Shadow all shifts and situations
• Handle routine responsibilities with supervision
• Begin independent shift coverage
• Weekly check-ins with supervisor

Days 31-60

• Full independent shift coverage
• Begin handling complex situations with backup support available
• Take ownership of specific areas (intake, scheduling, etc.)
• Identify areas for growth and additional training
• Bi-weekly check-ins with supervisor

Days 61-90

• Full responsibility for role
• Contributing to process improvements
• Building independent relationships with referral partners
• Formal 90-day performance review
• Transition to regular supervision schedule

Retention Strategies

Hiring is expensive. Retention protects your investment and provides continuity for residents.

Competitive Compensation

Stay informed about market rates in your area. According to our salary data:

Region	Annual Range
Northeast	$40,000 - $55,000
Southeast	$32,000 - $45,000
Midwest	$35,000 - $48,000
Southwest	$38,000 - $50,000
West Coast	$45,000 - $60,000

Review compensation annually and adjust based on performance and market conditions.

Professional Development

Invest in your team’s growth:

• Fund certification costs (CPRS, CRRA, CADC)
• Provide time off for continuing education
• Send staff to NARR conferences and state affiliate events
• Create internal training opportunities
• Support advancement into supervisor or regional roles

Preventing Burnout

House management is emotionally demanding. Protect your team:

• Ensure adequate time off and enforce taking it
• Provide coverage so managers can truly disconnect
• Recognize the emotional toll of the work
• Offer access to counseling or EAP services
• Create peer support among staff
• Monitor workload and adjust when needed

Read more about what makes house managers successful in 5 Things All of the Best Sober Living Home Managers Have in Common.

Building Career Paths

Show staff where they can grow:

• Senior house manager roles
• Multi-site oversight positions
• Operations or program director
• Quality and compliance roles
• Training and onboarding specialist

When staff see a future with your organization, they stay longer.

Recognition and Appreciation

Simple recognition goes a long way:

• Acknowledge achievements publicly
• Celebrate work anniversaries and milestones
• Provide periodic bonuses when possible
• Write recommendation letters for their professional growth
• Express genuine appreciation regularly

When Things Do Not Work Out

Not every hire succeeds. Knowing how to handle underperformance protects your residents and organization.

Addressing Performance Issues

When problems arise:

1. Document specific concerns - What happened, when, and what was the impact
2. Have a direct conversation - Share concerns clearly and specifically
3. Create an improvement plan - Define expectations and timeline
4. Provide support - Training, mentoring, adjusted responsibilities
5. Follow up consistently - Regular check-ins on progress

Documentation Requirements

Maintain documentation of:

• Performance concerns and conversations
• Written warnings and improvement plans
• Employee responses and commitments
• Follow-up conversations and outcomes
• Any incidents or policy violations

Termination Considerations

When termination becomes necessary:

• Review all documentation with an employment attorney or HR professional
• Ensure you are following proper procedures for your state
• Conduct the termination meeting professionally and briefly
• Have logistics prepared (final paycheck, benefits information, property return)
• Plan for immediate coverage

Important: Employment law varies significantly by state. Consult with an employment attorney before terminating employees to ensure compliance with applicable laws and protect your organization from potential liability.

Transitioning Residents

When a manager leaves:

• Communicate the change to residents appropriately
• Ensure continuity of care and operations
• Introduce the replacement or interim coverage
• Monitor resident reactions and provide support

How Technology Supports Your Team

The right tools reduce administrative burden and help managers focus on residents rather than paperwork.

Essential Management Software

Sober living management software helps house managers:

• Track residents: Centralized profiles, notes, and documentation
• Manage drug testing: Scheduling, results tracking, and compliance documentation
• Handle billing: Payment processing, tracking, and accounts receivable
• Coordinate communication: Messaging with residents, families, and staff
• Assign tasks: Chore management, maintenance tracking, and follow-up reminders
• Streamline intake: Digital applications, agreements, and orientation

Benefits for Retention

Technology that reduces frustration improves retention:

• Less time on paperwork means more time with residents
• Automated reminders prevent things from falling through the cracks
• Mobile access enables flexibility
• Clear documentation protects managers from disputes
• Streamlined processes reduce stress

Sober Living App provides all these capabilities in one platform designed specifically for recovery housing operators.

The Bottom Line

Finding and hiring the right house manager requires patience, strategy, and thorough screening. The investment pays dividends in:

• Stronger resident outcomes
• Higher occupancy through positive reputation
• Reduced turnover costs
• Better regulatory compliance
• Peace of mind for you as an operator

Build your recruiting pipeline before you need it. Develop relationships with recovery networks, treatment centers, and educational programs. When a position opens, you will have qualified candidates ready.

For detailed job responsibilities, compensation data, and interview questions, download our complete Sober Living House Manager Job Description.

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Looking for tools to help your house managers succeed? Sober Living App provides comprehensive management software designed specifically for recovery housing. From resident intake to drug testing to billing, we help your team focus on what matters most: supporting recovery.