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SEARCHWith limited time and resources, salon owners must identify red flags early in the recruitment process to avoid costly mistakes and protect their culture. As an owner, Kati Whitledge has made costly mistakes. And, she shares recruitment red flags so you don't repeat them.
Monitoring job candidates for red flags can save you time and money, allowing you to move on to a hire who is a perfect culture fit.
Hiring great hairstylists isn’t always easy. With limited time and resources, salon owners must identify red flags early in the recruitment process to avoid costly mistakes and protect their culture. I’ve made the hiring mistakes so you don’t have to—and today I’m sharing the red flags every salon owner should watch for when building their dream team.
If a candidate has never stayed in one position longer than a year, that’s a red flag. It shows a lack of loyalty and an inability to stick it out through challenges. Long-term growth and consistency are crucial in the salon industry.
One of the interview questions we ask is, “What do you know about our salon?” If the answer is generic—like “you care about customer service”—they probably didn’t do any real research. You want team members who are excited about your brand. They should be aware of some of the ways you’re different from other salons in your area.
Ask how a former employer would rate their performance on a scale of 1–10. If someone says “10,” it might show a lack of humility. I personally self-rate my weekly workout, nutrition, and recovery performance with my strength coach and have never landed a perfect 10. There’s always room to improve. However, if the candidate provides answers like “7” follow up by asking how they could make it a 10. This is eye opening to the underlying challenges they may or may not have had with their previous team or employers.
If a candidate constantly talks about how things went wrong at previous jobs or life experiences, and how they were treated unfairly—red flag. You want people who take ownership and have a positive outlook, not those stuck living below the line. What I mean by that is, they haven’t shown signs of accountability but rather seem to shift blame or be in denial that they have the power to own their life. Life isn’t happening to them unfairly. But if they believe that, I would caution you to move forward in hiring them. You cannot be the one to help them see the light.
Kati Whitledge is the founder of Be Inspired Salon in Madison, Wisconsin, as well as Mya, a marketing and client recruitment tool.
Being late to the interview, asking to reschedule last minute, or ghosting altogether? These are non-negotiable red flags. The way someone handles the interview process is how they’ll show up on your team. What you permit, you promote. If you make exceptions early on, it will be expected forever.
We don’t judge by clothing style, but we do look for effort and professionalism. If someone doesn’t show up looking clean, especially for an interview, it tells you how seriously they’re taking the opportunity. Part of finding a great culture fit is asking yourself, do they look, sound and have the same vibe as our team overall? Embracing everyone and their uniqueness is awesome as long as they still have similar innate values that are in line with your team culture. Sometimes, even great people aren't a fit for your salon.
If a candidate is already trying to negotiate commissions, change your service menu, or set their own rules before they’re even hired—it's a red flag. Great team members are flexible, open to your systems, and earn the right to make suggestions over time.
Whether in person or on the phone, dig deeper. Ask follow-ups like “Tell me more about that.” This opens the door to authentic conversation and helps you spot who’s genuinely aligned with your culture. Too often, we tend to answer questions for the candidates! Trying to help them say what you hope they will say. That’s our loving, cheerleader heart and it’s a great characteristic—just not a great habit for finding driven “A” player team members.
Even technically skilled candidates may not be a good fit if their personality or communication style clashes with your team. Tools like DISC profiling can help you assess alignment early in the process. I recall another salon owner sharing that she specifically looks for “S” personalities for hairstylists and “I” personalities for front desk team members. If you’re an S on the DISC profile, you are people-focused, steady, and tend to serve others and care for them. Many nurses are S personalities! If you’re an I on the DISC you are magnetic, outgoing, and often love the spotlight, which can make for great sales professionals if their listening skills are adequately developed.
If something feels “off” during the interview—trust it. Your intuition is one of your most valuable tools for hiring. Don’t ignore those internal signals just because others on your team are excited or because you’re feeling desperate to hire. I’m embarrassed to admit that I’ve emotionally moved forward too quickly with candidates because, in the moment, I was excited, but then something didn’t sit right with me afterward when I had time to process the conversation. I've rescinded job offers in the past, which taught me to slow down and be thoughtful in the hiring process. Now, I aim to underpromise and overdeliver—taking time to think things through rather than reacting emotionally, so I can move forward without regrets.
Recruiting the right team members is like dating. Don’t settle because you’re lonely for help. Take the time to get to know candidates deeply, ask the right questions, and listen beyond the surface. The cost of hiring the wrong person—financially and culturally—is too high. Check out our blog on Recruiting Green Lights to look for so you can spot your next rockstar hire with confidence. Until then, protect your culture fiercely—and trust yourself.
CLICK HERE to read Kati's companion blog on Recruiting Green Lights!
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.
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