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Real Talk on Hiring, Culture, and Why People Stay.

After a technical hiccup on Monday’s episode (sorry if you caught the glitchy one!), Todd and Jen are back with a full redo—and it might be even better than the original.

This episode covers team retention, leadership, and how to build a salon culture that people don’t want to leave.

They cover everything from how to attract new talent straight out of school, why “luxury” means nothing if your client experience doesn’t back it up, and how simplifying your systems might be the key to long-term success.

Oh—and they don’t shy away from calling out toxic industry mindsets that are holding people back.

Whether you’re running a salon or running a rental model, this episode is full of practical, experience-backed advice you can implement immediately.

🔥 Key Topics Covered:

[00:00] Why We’re Re-Recording + Behind-the-Scenes Podcast Real Talk
[00:03] Luxury Isn’t a Word—It’s a Client Experience
[00:06] Simplicity Wins: What Lego Can Teach Salon Owners
[00:11] Bad Advice on Facebook and the Mentorship Void
[00:12] Why You Should Always Be Interviewing
[00:15] Don’t Be Salty When Stylists Leave—Plan for It
[00:18] Creating a Clear Career Path with Visible Growth Opportunities
[00:22] How to Build Education Into Your Salon Model
[00:24] Stop Waiting for the “Perfect Stylist”—Hire Out of School
[00:28] Buy-In Beats Experience
[00:29] Flexibility + Rules = Sustainable Culture
[00:32] Why You Might Be the Reason You Can’t Retain Staff
[00:34] How to Structure Your Team to Handle Turnover
[00:36] The Secret Power of Station Sharing
[00:38] Culture Can’t Just Be a Buzzword—It Must Be Defined
[00:39] The Fun Factor: Why Energy, Leadership, and Respect Matter
[00:41] Culture > Commission: What Stylists Really Want Today

🧠 Key Takeaways:

• “Always Be Interviewing” – Even when you’re fully staffed, build relationships now to avoid panic hires later.
• Set Clear Growth Paths – Show stylists how they’ll grow with you—financially and professionally.
• Hiring Out of School Isn’t a Last Resort—It’s a Strategy – Create systems to train and retain future superstars.
• Flexibility Without Structure Fails – Your culture needs rules and systems if you want people to respect their freedoms.
• Culture is More Important Than Commission – People don’t just want money—they want meaning, clarity, and momentum.

📌 Mentioned in the Episode:

• The failed “luxury” experience rant
• A breakdown of our real-world commission system
• How Hello Hair Pro does internal education
• Our philosophy on interviewing, even when not hiring
• The deep clean bonus opportunity for staff
• Why hiring the “perfect” seasoned stylist isn’t your best bet

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📸 Instagram: @hellohairpro
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In this final episode of our commission salon business mini-series, Todd and Jen break down how their roles as salon owners have evolved over time—and what it really takes to build a sustainable commission-based business.

From systems and structure to trust, delegation, and team culture, this episode is packed with real-world insight and hard-won lessons. Whether you're just starting or scaling up, this is a must-listen.

🔹 Timestamps + Topics

[00:00] - Welcome back & what we covered in parts 1 and 2
[03:00] - Jen’s opening take: The first real vacation after 16 years of owning a salon
[05:30] - Todd’s opening take: Use AI smartly—but don’t outsource your thinking
[09:45] - How our ownership roles have changed over the years
[13:00] - Your team determines how far you can go
[14:40] - How we got our team to care about cleaning (without nagging)
[16:30] - Why simplicity in systems makes them stick
[18:00] - Using Slack for communication and why it works
[19:00] - How we structure team meetings to inspire, not intimidate
[22:45] - Honest self-audits: “Where have we failed you as leaders?”
[24:00] - Delegation, creating opportunities, and expanding team roles
[27:00] - Station-sharing, working 7 days, and maximizing space without expanding
[30:00] - What most salons miss: supporting multiple generations of stylists
[34:30] - Why we don’t micromanage KPIs and tailor mentorship to the stylist
[36:00] - Taking care of your team holistically (yes, that includes hydration)
[37:00] - Final thoughts: You don’t need to have it all figured out
[38:00] - Culture is built on your worst days, not your best
[39:00] - What to do next: Audit yourself, your systems, and your leadership

💡 Key Takeaways

• You can’t scale alone. Build systems, delegate, and trust your team.
• Meet your staff where they are. This includes their mental health, concerns, and communication preferences.
• Your culture is about the bad days. Stay grounded and lead with intention.
• Commission isn’t outdated. Done right, it offers freedom and structure.
• Everything improves when your team feels valued.

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In this milestone 200th episode, Todd and Jen continue their in-depth exploration of what it takes not only to build a successful commission salon but also to sustain one.

From emotional intelligence behind the chair to their refined hiring process, leadership growth, team retention strategies, and handling conflict like pros—this episode is loaded with actionable insights for salon owners and hair professionals alike.

🕒 Timestamps & Topics:

[00:00] – Opening Takes

[07:00] – Recap of Part 1 + This Week’s Focus: Culture & Hiring

[08:00] – Early Hiring Mistakes & Leadership Growth
How the initial team didn’t align with the Hello Hair Pro mission—and how Todd and Jen refined their leadership and hiring approach as a result.

[10:30] – Hello’s Current Hiring Process
From culture fit first to post-hire model evaluations, shadow days, and hands-on onboarding.

[15:00] – What They Look for in New Team Members
Hiring for personality, not just skill. Todd looks for people he genuinely wants to be around; Jen assesses presentation and willingness to learn.

[18:00] – Common Hiring Traps in the Salon Industry
Why relying solely on technical ability is short-sighted, and how mentorship and real education matter more than ever.

[20:00] – Maintaining Culture & Retaining Your Team
What do you do after the hire? Jen shares how they constantly create opportunities, set goals, and keep their staff engaged long-term.

[22:00] – Fighting “The Social Media Carrot”
Why your team is being recruited 24/7 online—and how Hello Hair Pro stays ahead by offering real, meaningful value inside the business.

[24:00] – Education & Growth Opportunities
Daily education, peer-led classes, paid teaching gigs, and goal tracking. Jen explains how these initiatives keep their team connected and motivated.

[26:00] – The Power of Little Things
Sometimes, upgrading the breakroom fridge is the culture win of the year. Small gestures = big impact.

[28:00] – Making Work Fun: Games, Challenges & Contests
From Google review competitions to team videos, Todd and Jen explain how they use fun strategically, so it doesn’t become “just another thing.”

[29:00] – Treating Staff Like Adults, Not Children
Professional respect is key. Feedback is given directly, respectfully, and constructively.

[30:00] – Handling Conflict the Right Way
Disagreements happen. Jen and Todd discuss how they approach staff conflicts, encourage resolution, and maintain healthy team dynamics.

[32:00] – Wrap-Up + Teaser for Next Episode
Todd will be asking the team, “Why do you stay at Hello?” and they’ll share those answers in a future episode.

💡 Key Takeaways:

• Hire for character, teach the skill.
• Retention is the real growth strategy.
• Create a salon people don’t want to leave.
• Your culture is built on what you tolerate and celebrate.
• Conflict is natural—how you handle it defines your leadership.

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