How to Attract New Stylists to Your Salon: A Guide for Salon Owners

The beauty industry is vibrant and fast-moving — but finding the right stylists to join your salon can still be a major challenge. Whether you’re growing your team, filling a vacancy, or just looking to bring fresh energy into your space, attracting talented stylists takes more than just posting a job ad.

At Cosmetologists United, we understand the power of community. Here’s how you can position your salon as a place where the best and brightest want to build their careers.

1. Showcase Your Salon’s Culture

Stylists aren’t just looking for a chair — they’re looking for a community.
Make sure your salon’s culture is visible:

Share photos and videos of your team working together, celebrating birthdays, attending education events, or having fun.
Highlight your values (creativity, education, work-life balance, sustainability, etc.).
Share “A Day in the Life” content to give prospective stylists a glimpse of what it’s like to work with you.

Tip: A stylist is more likely to join a team they can see themselves fitting into.

2. Offer Clear (and Attractive) Benefits

Today’s stylists are often weighing much more than than how much money they will be taking home:

Flexible schedules
Career development opportunities (education, mentorship, business coaching)
Marketing support (social media exposure, booking apps, in-house promotions)
A clean, modern, professional work environment
Community and collaboration opportunities

Make sure your benefits are front and center — and consider sweetening the deal if possible.

3. Optimize Your Online Presence

Stylists will absolutely Google you before reaching out.

Audit your online presence:

Is your salon’s website up-to-date?
Do you have an active and positive presence on social media?
Are your online reviews (Google, Yelp, Facebook) strong?
Are you showcasing not just client work but also what it’s like to be part of your salon?
Engaging Job Postings: Whether you’re recruiting for booth rentals or full-time positions, craft job postings with genuine testimonials and success stories to boost credibility.

A strong, authentic online presence builds instant credibility with potential new hires.

4. Network Within the Industry

Some of the best recruiting happens outside of official job postings:

Attend local cosmetology school events or career fairs.
Offer your space for classes, workshops, or industry meetups.
Connect with beauty supply reps — they often know stylists looking for new opportunities.
Maintain great relationships with former stylists; even if they’ve moved on, they may refer others your way.
Join Cosmetologists United as an Advocate to post your salon openings in our Facebook group with over 13,000 members. To join click this link: https://cosmetologistsofwashingtonunited.org/becomeanadvocate/

5. Write Better Job Postings

Stand Out in a Crowded Market: Generic job ads won’t stand out.
Write your job postings to highlight

Tailored Messaging: Clearly communicate what makes your salon unique for each type of position (booth renter vs. employee).
Visuals and Language: Use warm, inviting language and professional images that make potential candidates feel welcomed from the first glance.
Defined Roles: Ensure that the roles and expectations are clearly outlined so that candidates know whether they’re stepping into a role with greater independence or one with robust support.

Use warm, welcoming language and professional images. Remember, you’re marketing your salon just as much as you’re evaluating them.

6. Offer a Smooth, Supportive Onboarding

First impressions matter — not just for clients, but for stylists too.
Have a clear onboarding plan ready:

Welcome packet with policies and expectations
Introductions to the team
Support in marketing themselves (adding to the website, social media features)
Training on systems like booking software, if needed

Stylists should feel valued and supported from the minute they join.

Attracting Booth Renters vs. Employees: Similarities and Differences

While the ultimate goal is to grow your team, the motivations of booth renters and full-time employees can vary:

Similarities:

Desire for Professional Growth: Both groups want to build a successful career and are likely looking for opportunities that provide mentorship, training, and a boost to their professional profile.
Quality Work Environment: Stylists of any employment type value a modern, clean, and well-equipped workspace that helps them perform at their best.
Strong Online Presence: Both booth renters and employees will search online for a salon that offers an inspiring, professional atmosphere, so a robust digital presence is critical for both.

Differences:

Autonomy vs. Structure: Booth renters often prioritize flexibility and independence—they want the freedom to run their own business within a supportive space. Employees, meanwhile, tend to look for structured roles with dependable benefits and a stable income.
Financial Incentives: Booth renters are driven by the potential to build their own clientele and profits, while employees often weigh the benefits of regular pay, security, and career development opportunities.
Risk and Reward: The willingness to take on entrepreneurial risk is higher among booth renters; showcasing opportunities for additional business growth and marketing support can tip the scales for them. For employees, showcasing a stable, nurturing environment with clear career trajectories can be more appealing.

Tailoring your recruitment strategy to address these differences can help you attract the stylist who best fits the role—whether they want the independence of a booth rental or the benefits and structure of an employment position.

Final Thoughts

Attracting new talent isn’t just about finding someone who can fill a chair.
It’s about building a team that will grow with you, bring new ideas to the table, and represent your salon’s brand and values proudly.

What strategies have worked for you in attracting new talent? Share your insights in the comments below or get in touch with us at teamcowu@gmail.com.