5 Reasons You’re Struggling to Find Stylists (And how to turn it around)

If you’ve been hiring lately, you know it feels more challenging than ever. With suites on the rise and endless options for stylists, the old “just offer a good commission %” approach doesn’t stand out anymore.

But here’s the good news: stylists do want to work in commission salons. What they’re really searching for isn’t just a chair—it’s leadership they can trust, a path for growth, financial security, and a brand they feel proud to represent. When those things are clear and consistent in your business, you won’t just attract stylists—you’ll keep them for the long run.

Let’s break down the five biggest reasons owners struggle to attract and keep great stylists—and what you can do to pivot and turn things around in your salon.

1. No Clear Growth Path

The challenge: Stylists don’t just want to work for you, they want to grow with you. According to Harvard Business Review, employees who see a clear career path are 2.5x more likely to stay. If your team doesn’t know how to move forward, they’ll move on.

The fix: Create a transparent growth plan. Map it out step by step—from assistant to stylist to leadership—with clear benchmarks for raises, price increases, bonus program and leadership opportunities. Growth isn’t optional anymore—it’s the #1 retention tool.

2. Inconsistent Leadership

The challenge: Stylists rarely leave “the industry.” They leave leadership that feels unclear, inconsistent, or disconnected. And HBR’s research shows toxic culture is 10x more powerful than compensation when it comes to turnover.

The fix: Lead with a people-first approach. Be the coach, not the micromanager. Set clear standards, follow through on promises, and build a space where stylists feel seen, heard, supported, valued, and psychologically safe..

3. No Brand Vision (or Broken Branding)

The challenge: If your salon has no clear brand identity, no core story, and no direction, it looks like “just another job.” Today’s stylists want to align with something bigger—they want to know what you stand for. And if your website is outdated or missing a careers page, you’re invisible to the talent actively searching online.

The fix: Define your brand vision. What do you believe in? What makes your salon stand out in the industry? Then, make sure your website reflects that vision—your values, your culture, your vibe—and that it has a dedicated Careers page showing growth opportunities, benefits, and what makes your team special. You’re not just filling a chair—you’re inviting them into a brand they can belong to.

4. Compensation Without Clarity

The challenge: A percentage alone doesn’t sell anymore. Stylists don’t just want to know what they’ll make—they want to know how they’ll make it. Without clear pricing and total compensation package, even the most generous commission can feel uncertain.

The Fix: Build a people-first compensation package that goes beyond just a commission percentage. Start by making sure your salon pricing covers time, product, and profit—then layer in a compensation package that truly supports your team. Think: a fair wage, clear tiered structure, paid education, real growth opportunities, PTO, and bonuses that reward effort and results. When your stylists see both financial security and a future with you, they don’t just stay—they show up fully and give their very best.

***We can offer other options like 401K match, health care, and profit sharing IF the profit allows. I help owners create a package that supports the team and YOUR profit)

5. Foundation Gaps

The challenge:
If your systems, numbers, and culture aren’t dialed in, your salon can feel unstable. And stylists will notice. Nobody wants to build their career on shaky ground.

The fix:
Strengthen your foundation before you bring new people in. That means:

• Know your numbers. Profit must be strong and predictable before you hire—otherwise, you’re building on quicksand.

• Dial in your pricing. Create strategies (time, product, profit) that support growth for you and your team.

• Create a consistent interview + onboarding system. Stylists need to know exactly what to expect when they join your salon family, from the first interview to their first day on the floor.

• Lead with clarity and culture. Strong systems and consistent communication tell your team: “You’re safe here. We’ve got you.”

When your foundation is solid—profit, systems, policies, culture, and leadership—stylists see stability, growth, and a future with you. And that’s what inspires them to stay.

The Bottom Line

I know first hand how frustrating it can be when you’re trying to find the right people for your salon business. Struggling to hire isn’t just an “industry problem”—it’s a leadership and strategy problem. Stylists today want clarity, growth, support, and a brand they’re proud to represent.

When you build a salon with a strong foundation, a people-first culture, empowering leadership, clear growth plan, transparent compensation, and a brand vision that shines through everything (including your website)—you stop chasing talent. You become the salon they choose to grow with.

Looking to price your service with confidence? Check out Make That Money course for suite owners/renters.

And in my Synergy course for commission owners where you wil learn how to create a robust compensation package and clear growth plan.

Psst! MORE Free resources are a click away!

View More Articles