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Opening a salon can be one of the most exciting and overwhelming decisions in your career. It’s easy to get caught up in the aesthetic side of things: paint colors, décor, logos, and brand vibes. But the truth is, those are the least important decisions you’ll make. What determines whether your salon thrives or becomes a financial and emotional burden comes down to the foundations you build before you ever pick up a paintbrush.

In this episode, we walk through a real planning process behind opening a salon you’ll still be proud of years from now. We talk about business structure, pricing strategy, hiring and training, building your systems and standards, and how to set yourself up with the right support network, "your bench," so you aren’t trying to figure everything out alone.

Whether you’re:

• A stylist dreaming of your own space,
• A current booth renter thinking of transitioning to ownership,
• Or a salon owner looking to stabilize or reset your business,

This conversation will help you avoid the most common (and painful) mistakes salon owners make. This isn’t just about opening a salon — it’s about opening one you won’t regret.

Your business should serve you so that you can serve others.

When we build from a position of strength instead of survival mode, we create salons that uplift our clients, our teams, and our lives.

Let’s build something that lasts!

Key Takeaways

• Start with foundations (mission/vision/values) before leases or logos.
• Build your infrastructure and cost model upfront; surprises kill cash flow.
• Create a living Playbook so standards aren’t “assumed.”
• Price like a business: know breakeven, include profit, review yearly.
• Hiring ≠ onboarding: map growth paths for each role to reduce churn.
• Maintain a bench (lawyer, accountant, trades, mentor) to buy speed.
• Think lifetime value, not single tickets.
• Hybrid/renter/commission lines blur easily—avoid misclassification traps.

Episode Timestamps

• [00:00] Opening + why early months aren’t always “fun” for new stylists
• [03:00] Lifetime value thinking vs. “$200 today” mindset
• [06:00] What new owners obsess over (logos/paint) vs what actually matters
• [07:00] Foundations first: mission, vision, core values → business plan
• [10:00] Infrastructure checklist: banking, payroll, taxes, software, utilities, insurance
• [12:00] Distributors, licensing, and aligning products with values
• [15:00] Write your Playbook: roles, tasks, client issues, emergencies
• [23:00] Posts & Perspectives: hybrid pitfalls, renter/commission confusion
• [24:00] Pricing reality: breakeven, profit first, yearly reviews (not $5 bumps)
• [28:00] People plan: hiring, onboarding, growth paths, retention
• [31:00] Training cadence: six-month outlines, monthly/annual reviews
• [33:00] Build your bench: lawyer, accountant, trades, mentor—why speed wins
• [36:00] Define success & your North Star; plan before you sign

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Apprenticeships in the Modern Salon – How to Build Talent From Scratch

In this episode, Todd flips the script and interviews Jen on a topic she knows better than most: apprenticeships in the modern salon industry.

With cosmetology schools closing, rising education costs, and owners struggling to find talent, apprenticeship programs might be the most powerful (and misunderstood) solution salons have.

Jen breaks down how apprenticeships work, why they matter, how to structure one, how to pay apprentices, and what owners get wrong about developing future stylists.

Key Takeaways

• Apprenticeships can bridge the talent gap when schools become limited or expensive
• One-on-one training accelerates skill development exponentially
• Owners must stop hiding behind “I don’t have time” — leadership means problem-solving
• Structure > winging it
• Cleaning, booking, and front-desk tasks are real education
• Apprenticeships are not “free labor” — they’re a foundational investment
• Non-competes damage culture more than they protect it
• Speed does not equal skill
• Systems, benchmarks, and accountability matter more than talent alone
• Not every apprentice will stay — and that’s okay
• Apprenticeship success requires the right educator

Posts & Perspectives — New Mini-Segment!

• Is a la carte pricing dying?
• Should senior stylists get higher commissions — or better opportunities?
• Do you need a cosmetology license to open a specialty salon?
• Why bundled online booking helps clients (and revenue)

Episode Timestamps

[00:00] Opening takes, anniversary tea, intro to apprenticeships
[02:30] Why owners say “I don’t have time” (and why that’s not true)
[04:00] Partnership agreements & mistakes we made early
[05:00] Profit myths, retail misconceptions, pricing for profit
[07:30] The “glass of water” analogy: letting go as leadership
[10:00] Apprenticeship vs assistant — structure, expectations, growth
[12:00] One-on-one education vs beauty school classrooms
[14:00] Growing stronger stylists faster through mentorship
[17:00] Culture fit: apprentices as future team members
[18:00] Flexibility, schedule support, backbar & shampoo help
[19:00] Posts & Perspectives segment — online booking confusion
[21:30] Bundled services vs à la carte pricing
[22:00] Hybrid salon struggles: blurred expectations
[23:00] Commission vs culture vs opportunity (real reason people stay)
[27:00] Structuring your apprenticeship: phases, benchmarks, timing
[30:00] Treating apprentices as future pros, not task robots
[31:00] How to select the right apprentice (traits to look for)
[33:00] Team buy-in & how apprentices bond culture
[36:00] Entitlement, skipping steps, speed vs skill
[38:00] Anxiety, slowing down, and craft mastery
[40:00] How to pay apprentices + compensation models
[42:00] Cleaning, phone, front desk = real education
[43:00] Why non-competes damage trust and culture
[45:00] ROI expectations for apprenticeship programs
[47:00] Developing internal educators
[49:00] The future of salon apprenticeships + success rate
[50:00] Tips f

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In this follow-up to "Why Suite and Booth Renters Struggle" [EP:214], Todd and Jen shift the focus to the other side of the industry—commission salons and their employees.

They break down the common mistakes made by both owners and stylists, from leadership gaps and undefined standards to entitlement, lack of systems, and poor communication.

This episode isn’t about choosing sides—it’s about building better businesses and careers. Whether you’re a salon owner or an employee, this conversation will help you understand what drives success, what kills culture, and how to fix it.

Episode Timestamps

• [00:00] – Opening banter + setting up Part 2
• [02:00] – Every model can work (rent, suite, commission) — if structured right
• [03:00] – Opening takes: staying inspired & checking your circle
• [08:00] – Taking care of yourself: how energy impacts creativity and leadership
• [09:00] – The #1 thing owners get wrong: thinking it’s “about the hair”
• [11:00] – Why technical skill doesn’t equal business success
• [13:00] – Business = problem solving, not perfection
• [15:00] – Systems, metrics, and the trap of “winging it”
• [17:00] – Defining standards vs. assuming “common sense”
• [19:00] – Acting like a boss vs. leading like a leader
• [22:00] – How standards and accountability shape culture
• [25:00] – Freedom with responsibility — how Hello Hair Co. structures autonomy
• [27:00] – Communication mistakes: avoiding hard conversations
• [29:00] – How small unresolved issues destroy culture
• [30:00] – Gossip vs. problem solving
• [31:00] – Owners don’t have to know everything — they need a team
• [32:00] – Transparency and compensation clarity
• [33:00] – Creating real compensation packages vs. “percentages”
• [35:00] – Why “100% commission” isn’t realistic
• [36:00] – Hiring for fit over skill
• [38:00] – The danger of keeping a high earner who’s a poor culture fit
• [40:00] – Why stylists stay in the wrong salon
• [41:00] – Owner vs. employee marketing: who’s responsible for what
• [42:00] – The myth of social media growth and vanity metrics
• [43:00] – Defining growth opportunities and transparency
• [44:00] – Closing recap + Part 3 tease

Key Takeaways

• Every model — booth rent, suite, or commission — can work if structured and led correctly.
• Being great at hair doesn’t mean you’re ready to run a business.
• Owners need to lead, not boss — define standards, document systems, and communicate often.
• Freedom only works when it comes with responsibility.
• Employees must take ownership of their professionalism, communication, and problem-solving.
• Culture is built through leadership consistency — not slogans.
• Clarity around pay, growth, and performance metrics is non-negotiable.
• Transparency and accountability are what create long-term success.

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