How to Build a Salon Apprenticeship Program (and Grow Talent In-House) [EP:216]

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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Transcript

Episode Transcript: How to Build a Salon Apprenticeship Program (and Grow Talent In-House)

Opening Take: Put the Glass Down

Todd: My second opening take is called “Put the glass down.” Picture holding a glass of water that feels light at first, but becomes heavy as the day goes on. The glass never gained mass — you just refused to put it down. People hold onto things that no longer serve them. Sometimes we need to let go of outdated structures in life and business.

Jen: I like it.

Defining Apprenticeships

Todd: Let’s talk apprenticeships.

Jen: People use the word incorrectly, causing confusion. At Hello Hair Co., our apprenticeship is state-defined. The apprentice works under my instructor license and completes 3,000 hours. We submit monthly hours and tests. After completion, they take the state board exam just like beauty school graduates. Hello Hair Co. becomes their school, and I’m their teacher.

Todd: This differs from being an assistant.

Jen: Assistants are already licensed or have completed school and are waiting to test. They help with tasks and begin technical work on models. Our assistant program lasts about three months.

Service Profitability vs Retail Myths

Todd: I attended a class where someone claimed salons can only profit from retail. If you can’t profit from services, your pricing is wrong. It’s irresponsible to tell salon owners they must rely on retail.

Jen: Unfortunately, many people hear advice like that and build their business models around it.

Todd: We’re in the service business unless you intentionally want to be a retail store.

Why Apprenticeships Matter

Todd: Why consider apprenticeships?

Jen: One-on-one teaching accelerates learning. It also strengthens culture. Apprenticeships build stronger stylists faster than traditional programs.

Traits of a Good Apprentice

Jen: A good apprentice has willingness to learn, the ability to receive feedback, consistency, and a strong work ethic. It’s not a shortcut. It’s intense and requires commitment.

Team Support and Culture

Jen: After 1,500 hours, an apprentice can work without me present. Other stylists can support them. Teaching forces growth — those who teach retain knowledge differently. It energizes me. If teaching drains you, an apprenticeship may not be a good fit.

Delegating Apprenticeship Responsibilities

Todd: Can other stylists take on apprentices?

Jen: Yes. You can build outlines and hand off education phases. It’s flexible depending on your state’s rules.

Future of Hair Education

Jen: I’d love to see apprenticeships grow. We’ve seen stylists abandon apprentices. You must take the responsibility seriously. One-on-one teaching produces greater success than traditional classrooms. I’d take on more apprentices if I could, but our state limits it.

Todd: Maybe lobby for change.

Jen: I’ve been emailing.

Graduate Outcomes and Career Fit

Todd: How many apprentices have you graduated?

Jen: Seven. Madison is number eight.

Todd: How many still do hair?

Jen: Most. One does it casually.

Todd: How many still work at Hello Hair Co.?

Jen: One plus Madison.

Todd: How do you feel about that?

Jen: Fantastic. Fit matters. I celebrate their growth. When they left, I supported them however I could. I was their teacher — and that doesn’t end out of spite.

How to Build a Successful Apprenticeship Program

Todd: What advice would you give to salon owners starting a program?

Jen:

• Create an education outline.
• Focus technical education during required supervised hours.
• Individualize pacing for each apprentice.
• Define compensation and ROI expectations clearly.
• Schedule regular check-ins weekly or monthly.
• Ensure all licenses are issued before starting — never begin early.

Todd: Explore apprenticeships. They may solve staffing shortages and spark innovation in your salon.

Closing Thoughts

Apprenticeships are not shortcuts — they’re a powerful way to grow talent, strengthen culture, and build a future-proof salon.