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!

Build a Strong Candidate Pool

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.

Your Marketing Drives Recruiting

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.

What to Look for: Green Light Indicators

Once candidates start showing interest, here are the signs they could be a strong addition to your team:

1. They Apply Online Through Your Website

If someone takes the time to apply directly, especially through a thoughtfully designed application,
they’re showing initiative and genuine interest.

2. They’ve Held a Job for Two or More Years

This suggests loyalty, resilience, and the ability to navigate the natural ups and downs of team dynamics.

3. They Follow Up After an Interview

A thank-you message after an interview shows professionalism and a desire to make a lasting
impression.

4. Their Communication Is Clear and Professional

Proper spelling, grammar, and sentence structure matter—especially if your team communicates
directly with clients.

5. They’re Humble and Self-Aware

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!

6. They Ask Engaged, Positive Questions

Questions about education, products, team culture, and growth opportunities reflect enthusiasm and
alignment.

7. They’re Willing to Shadow

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.

8. They Arrive Early

Arriving 5–15 minutes before an interview shows they’re respectful, prepared, and professional.

9. Their Appearance Reflects Your Brand

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.

10. Beauty School Educators Speak Highly of Them

Build relationships with instructors. Their insight into students’ punctuality, work ethic, and attitude can
confirm your instincts—or raise a red flag.

11. They’re Authentically Positive

True positivity—not fake smiles or forced cheer—helps build strong, collaborative teams.

Trust Your Instincts and Go Deeper

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.

Protect Your Culture at All Costs

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.