MENU
SEARCHWhether you're expanding now or preparing for future growth, you need a strategic plan for recruiting talent. Kati Whitledge offers a list of green lights that help you spot which candidates are right for your team.
Kati Whitledge is the founder of Be Inspired Salon in Madison, Wisconsin, and Mya, a powerful client recruitment and marketing platform built specifically for beauty and wellness pros.
As salon owners, we’re always recruiting—or at least, we should be. Whether you're expanding now or preparing for future growth, you need a strategic plan. That starts with setting intentional goals:
How many service providers do you want to add this year?
Are you hiring for guest services or leadership roles?
Without clear targets, you’re just throwing darts in the dark. Let’s dive into the foundation of growing your team with more “A” players!
Recruiting is all about creating a pipeline of qualified, exciting candidates. You want A and B players ready to go—not settling for C and D players when you’re desperate. What you tolerate becomes your new standard. Protect your culture by being intentional.
To attract top talent, you need visibility and strategy. That includes:
A website with a strategic online application
Partnerships with beauty schools and student events
A strong social media presence
Job platforms like Indeed
Internal referral and bonus programs
For example, hosting a free curly or high-texture haircutting class is a unique way to bring in students
who are eager to learn—and to showcase your culture.
Once candidates start showing interest, here are the signs they could be a strong addition to your team:
If someone takes the time to apply directly, especially through a thoughtfully designed application,
they’re showing initiative and genuine interest.
This suggests loyalty, resilience, and the ability to navigate the natural ups and downs of team dynamics.
Cadidates should show up looking like the best versions of themselves. "Confidence, care and alignment with your brand's aesthetic go a long way." Whitledge says.
A thank-you message after an interview shows professionalism and a desire to make a lasting
impression.
Proper spelling, grammar, and sentence structure matter—especially if your team communicates
directly with clients.
If a candidate rates past employment performance a 7 or 8 out of 10 and can explain why (and what
would make it a 10), it shows a growth mindset. Asking follow-up questions like, “Tell me more about
that” will shine a deeper light on what their work ethic looks like!
Questions about education, products, team culture, and growth opportunities reflect enthusiasm and
alignment.
Whether before or after the interview, if someone is eager to shadow your team, it shows initiative and
curiosity. This is a strong signal that they’re serious about joining your salon. How they behave while
they shadow is also telling. Do they stand up and seem eager to help? Do they seem distracted and
uninterested? All non-verbal cues make a difference.
Arriving 5–15 minutes before an interview shows they’re respectful, prepared, and professional.
You don’t need a strict dress code, but candidates should show up looking like the best version of
themselves. Confidence, care, and alignment with your brand’s aesthetic go a long way.
Build relationships with instructors. Their insight into students’ punctuality, work ethic, and attitude can
confirm your instincts—or raise a red flag.
True positivity—not fake smiles or forced cheer—helps build strong, collaborative teams.
Your instincts are one of your greatest hiring assets. But don’t rush the process. While you should move quickly in scheduling interviews (within hours of an application), the interview itself should be thorough.
Take your time—plan for at least 60 to 90 minutes to truly get to know someone.
Don’t just follow a script of questions. Let the conversation flow. Dig deeper. Discover who they really
are.
After recent annual reviews, our team shared that our culture is the best it’s ever been. That kind of feedback only comes when you’re clear on what (and who) you’re looking for—and when you make tough calls quickly.
Not everyone who starts with you is meant to stay. And that’s okay.
Keep your standards high. Keep your energy higher. When you focus on green lights and avoid red flags, you’ll build the kind of team that makes your salon thrive.
CLICK HERE to read Kati's companion blog on Recruiting Red Flags.
About The Author: Kati Whitledge is a trailblazer in salon and spa marketing. She’s the Founder and CEO of mya—a powerful client recruitment and marketing platform built specifically for beauty and wellness pros. As a dynamic speaker, podcast host, and author, Kati is on a mission to transform how salon and spa
businesses grow. Kati partners with top industry businesses to deliver smart, scalable solutions that improve retention, elevate client relationships, and drive profitability. Her no-fluff style, realness, and commitment to community make her a trusted voice and visionary leader in the industry.
Follow @mya and @beyondthetechnique on Instagram.
Are one of your traditional, handed-down salon management practices actually breaking the law. The pros from Paragon HR Consulting walk you through seven common Human Resources mistakes that could land you in hot water.
All beauty professionals should know how to identify when a client may need some health guidance. Tracy Rado discusses some common questions that clients ask in the chair, how to advise them, and when to refer them to a specialist.
In his latest blog, Leon Alexander Ph.D., challenges industry conventional thinking to help owners add more to their bottom lines.
In her latest blog, Amy Pal helps you develop your own clear guidelines around complimentary free employee services.
From managing air traffic on busy days to handling frustrated guests' complaints, your front desk team often serves as the salon's emotional shock absorber. From a customer service lesson from the DMV to a list of strategies for caring for your front line, our experts offer ideas for alleviating stress, celebrating wins, and setting goals.
According to the KIM Report, top-line salon revenue appears steady or slightly up, but that growth is driven primarily by service price increases. Beneath the surface, retail performance and client visit frequency (appointment drift) are under real pressure. In his latest blog, Alain Audet offers strategies for keeping your salon's retail sales strong.
Putting your family to work in the salon offers some real tax benefits, but you have you have to play by the rules of the tax code to claim them. Azarvand Tax Law's Leticia Skrabut, Esq., shows you how.
Discover how to create a true “WOW experience” for every client by first building a culture where your team feels engaged, empowered, and inspired. Drawing on Calvin Stovall’s Iconic Framework, this blog explores how salon, spa, and clinic leaders can strengthen culture, elevate customer experience, and build a business that stands out for the long term.
Sponsored by Phorest Salon Software
The wellness industry is growing fast, and salons and barbershops already are an important part of it. In her first blog, Tracy Rado shares where the wellness dollars are heading, and how salons can grow with this movement.
While salon sales are increasing, owners often feel they're working harder for the same or less profit. Leverage Q2 data from The KIM Report, Alain Audet reveals some of the structural changes that are dampening your growth and why your region and your salon size matters.
Weaknesses in your business are amplified during the Holiday Season. Spark Pro Global's Lucy Randall shows you five things to do now to have the strongest holiday season yet.
In Kati Whitledge's latest blog, she shares how salons have moved away from dress codes and embraced appearance standards. But by removing strict dress codes, some businesses may have unintentionally lowered their appearance standards. Whitledge helps you explain to your team why an appearance standard is important and how to smoothly implement a new appearance policy.
The Small Business Health Care Tax Credit is a non-refundable tax credit for for-profit businesses that provides a financial incentive for eligible employers who offer health insurance coverage to their employees. Leticia Skrabut, Esq., walks you through how to claim that credit.
Developing strong work habits early in one's career supports long-term success in the salon industry. Jesse Linares offers new stylists his top five tips.
Most salon owners have no idea what these numbers are. You can hit record sales and still have a profit problem. The difference comes down to four numbers almost nobody was taught to track.
Sponsored by Strata Salon Systems™
A five-area audit every owner-dependent salon needs to run. You built something that looks successful. Now find out if it can survive without you.
Sponsored by Strata Salon Systems™
Every month you put off fixing the problem, it gets bigger, more expensive, and harder to solve.
Sponsored by Strata Salon Systems™
