MENU
SEARCHBelieve it or not, more job candidates are technically "in the funnel" than ever before. Yet, salons and spas are still struggling to hire. Beautista Founders Jen and Matt Martinelli explain what's happening, and how you need to show up.
"More applicants doesn't mean better applicants," explain Beautista's Jen and Matt Martinelli. Technology has made it easier than ever for candidates to apply, so employers are seeing an increase in unqualified applications.
Beautista
Over the past year, something interesting has happened in beauty industry hiring. Applications are up. Visibility is up. More candidates are technically “in the funnel” than ever before.
And yet—salons, and spas are still struggling to hire. So what’s really going on?
One of the most common frustrations across the industry is applicant quality. Many businesses are seeing more applications—but from candidates who aren’t licensed, qualified, or aligned with the role.
This has created a new challenge: It’s not just about getting applicants. It’s about getting the right ones.
As platforms have made it easier to apply, they’ve also made it easier for unqualified candidates to enter the funnel.
Across industries, one of the most consistent hiring trends is this: Application volume is up—but alignment is not.
Research from LinkedIn Talent Solutions and McKinsey & Company shows that while it’s easier than ever to apply for jobs, employers are seeing an increase in unqualified or misaligned candidates entering the funnel.
This shift is even more pronounced in beauty. Many salons report receiving a high volume of applicants—but a significant portion are not licensed, not experienced for the role, or not actively serious about making a move.
More applicants no longer means better candidates.
When businesses shift their approach and target licensed, aligned professionals more directly— often through social and digital channels—they begin to see a different result:
Higher-quality applicants
Stronger initial interest
More relevant conversations
But even then, hiring doesn’t automatically happen.
Across the industry, there’s a growing gap between interest and hires. Businesses are generating attention—but struggling to convert it.
This shows up as:
Candidate drop-off
Ghosting during the process
Misalignment during interviews
Delays in follow-up
Hiring today is breaking in the middle of the funnel—where trust, clarity, and communication happen.
Traditionally, beauty hiring has followed predictable cycles:
Early spring through summer (graduation + demand)
Early fall (post-summer reset + holiday prep)
Those patterns still exist. But the most successful businesses aren’t relying on them.
They stay consistently visible. In today’s market, the best candidates—especially experienced professionals—are often available for a short window.
If a business isn’t actively looking during that time, they risk missing the opportunity and hiring later out of urgency rather than alignment.
Another major shift: speed matters more than ever.
Candidates expect quick responses. When businesses engage within 24 hours, conversion rates increase significantly. When they don’t, interest fades
Hiring is also becoming more visual and experience-driven. Instead of relying on traditional resumes, businesses are evaluating:
portfolios
social presence
real client work
personality and communication
In beauty, this shift is accelerating faster than in most industries.
The hiring challenges facing the beauty industry aren’t about a lack of talent.
They’re about:
reaching the right audience
engaging them quickly
and building trust early
The businesses that win in today’s market aren’t just visible.
They’re intentional, responsive, and consistently present.
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™
