At some point, every beauty salon owner—even those running a small salon where they’ve been handling every role themselves—reaches the limit of what one person can manage alone. Client bookings start piling up faster than you can handle, and suddenly you find yourself wondering: “Is now the right time to bring someone on board?” But how do you decide who to hire, when to hire, and based on what criteria? And how do you build a team from your beloved little salon, filled with hair and nail services, that truly clicks and grows together?
You might be feeling excitement, fear, and a thousand questions all at once. If this sounds familiar, you’re on the right track—this is where the journey to building a great team begins.
Salon success lies in its people, not just in skilled hands
It's often thought that the key is to find someone who already has all the skills or comes with their own client base. In reality, it’s even more important to find a person who shares your mindset: how you want to treat clients, the kind of atmosphere you care about, and the vision you have for your salon.
Before you post a job ad or ask friends if they know someone, take a moment to consider:
- Do you need a full-time or part-time assistant?
- Is there a gap in a specific service area (like manicure or massage) that you can no longer cover yourself?
- What kind of personality, outlook, and attitude would resonate with you? Do you prefer a calm and steady presence, or a vibrant communicator who warmly welcomes guests?
In a small salon, every person counts: the energy your team creates is sensed by every client. So it’s worth asking yourself—are you ready to guide, support, and truly invest in this person? This is exactly where the strength of a small salon lies!
Where to find your perfect match without a big budget or famous brand?
Your small salon’s greatest advantage is your honesty, personal approach, and… existing connections. Networking can be invaluable, even if it feels modest at first:
- Facebook groups for beauty professionals (yes, these are checked carefully!)
- Interns from local cosmetology or beauty schools—recent graduates are often eager to learn and contribute.
- Former colleagues, acquaintances’ acquaintances, who might have the ideal candidate in mind.
And don’t be afraid of beginners! Often, they are the most open to embracing your ideas and growth opportunities. With fair pay and a positive environment, they bring fresh energy—imagine how rewarding it is to kickstart someone’s career!
When writing your job ad, be straightforward and use real-life examples of what the role involves. Is the schedule flexible? What kind of clientele do you serve? Are you ready to learn alongside them, or do you expect someone who can jump right in and start seeing clients?
The job interview—could that warm smile be the new heart of your salon?
When inviting someone for an interview, think carefully about what you really need to learn. Naturally, you’ll discuss experience and may conduct a skills test—but also explore:
- How would they handle a situation where a client is unhappy with a service?
- What work rhythm do they prefer?
- How well do they work in a small, supportive team environment?
- What has been their best work experience so far—and what made it special?
Importantly, are they open to learning new skills when trends, products, or services evolve? Don’t hesitate to ask what they personally want to invest in—some may want to improve their training skills, try out new systems like SalonLife, or contribute marketing ideas.
Don’t let the interview feel like a cold formality—invite the candidate to spend a typical workday at the salon. This way, they can get a feel for the atmosphere, and you can see if the chemistry fits.
The secret to employment agreements: be honest and transparent—even in a small team!
Once you’ve found your first hires, the next crucial step is a fair employment contract. Make sure to clearly define all important terms from the start:
- Start date and exact schedule
- Whether the role is full-time or scheduled on specific days/hours
- How pay is structured—hourly wage, commission, or a combination
- Policies around vacation and coverage for absences
- Agreements on training, sick days, and use of work tools
Having the basics written down and openly discussed significantly reduces surprises and disappointments. Transparency matters in a small team—trust builds when everyone knows how the system works. Salon management software like SalonLife can help keep all documents and information accessible while simplifying schedule management.
Schedules, motivators, and team spirit—what really makes a small team shine?
Worried that larger salons offer better bonuses and higher pay? The secret to a small salon lies elsewhere—here, your presence as a leader, friendliness, and flexibility truly matter.
- A clear and fair schedule—planning it at least 2 to 4 weeks in advance helps everyone organize their lives better.
- Transparent pay arrangements—whether it’s a fixed salary, commission, or a mix, make sure all details are crystal clear.
- Inclusion in decision-making—the more people feel their opinions count (like testing new brands, services, or decor changes), the stronger your team becomes.
- Growth opportunities—training, complimentary services among staff, occasional small bonuses or team events.
Pro tip? Ask your employees what they value most: more time off, flexible experience, independent booking management (for example, with SalonLife’s scheduler), or a chance to be involved in trying out new products.
Want to learn more about hiring and team building? Read our in-depth advice here: How to find the right staff for your beauty salon.
Your first team is the foundation of your salon
Remember: every step—from the job posting to signing the contract—shapes what your salon will become. Recruiting your first employees is building the future of your business. Pay attention to details, communicate honestly, establish reliable systems, and choose people you can count on to confidently look ahead.
If this step feels overwhelming, don’t worry—the next article will cover how to organize an impressive opening week that draws just the right clients through your salon doors. Want to know how to turn your grand opening into an event people will talk about for months? All the secrets are in the next chapter!
