5 Questions You Should Ask in Your Salon Interview

 Interviewing at multiple salons? Good — that means you have options. But are you asking the right questions? In this episode, we break down the five questions every stylist should ask before accepting a position: from compensation structure to client ownership, from team culture to ongoing education. Walk into your next interview prepared — and walk out actually knowing if it's the right fit.  Share with a stylist friend who's job hunting! 

Transcript

SPEAKER_00 0:14

Hey, hey, welcome back. I'm glad you're here. I'm the owner of the podcast and the website, A Shears Edge. If you're new here, my goal is to empower new and existing stylists and barbers to find the best place to grow their careers and find success in the salon profession. So, real quick, before we get into today's episode, I want to ask you something. When was the last time you walked out of a salon interview and thought, I don't actually know if I want to work here? Because here's the thing: many stylists go into interviews trying to impress the salon. And that makes sense. You want the job. But if you're interviewing at multiple places, you're not just trying to get hired, you're trying to make a smart decision. And those are two very different mindsets. Today we're going to talk about the five questions you should be asking in every single salon interview. Not questions that make you sound fancy, questions that actually tell you what you need to know before signing anything. Start building a clientele or show up behind someone else's chair. Well, let's get into it. Here's where I want to start because I think the mindset piece matters just as much as the actual questions. When a salon sits you down for an interview, they are evaluating you, obviously. They want to know your skill level, your vibe, whether clients are going to like you, all of that. But what a lot of stylists forget, especially early in their careers, is that you are also evaluating them. You have skills, you have talent, you have work ethic. And wherever you plant yourself, you're going to grow a clientele. Show up every week and put real energy into building that place. This is valuable. And you deserve to know what you're walking into before you commit. So the questions I'm going to walk through today are not just small talk. They're actually going to tell you about your earning potential, your day-to-day sanity, your long-term career growth, and whether this salon is going to support you or quietly make things harder. Okay, five questions. Here we go. Question number one. And please do not skip this one because you feel awkward. How is compensation structured here? I know money talk makes people uncomfortable, especially in an interview, but you cannot afford to leave this conversation without knowing exactly how you would be paid. Because salon compensation is not a one size fits all. And the difference between the models is significant. Here's what I mean: some salons are booth rental, you're essentially running your own business inside their space. You pay a flat fee, monthly or weekly, you keep everything you make, and you're responsible for your own products and supplies. Some salons are commission-based, you get a percentage of what you bring in, and the salon handles overhead. The percentage can be flat or it can rise as your numbers increase. And some are hourly or hybrid. Each model has its pros and cons. Booth rental gives you freedom but requires you to hustle, and there's no one handling your clients for you. Commission is steadier, but you need to understand what percentage you're getting and what's being deducted before that percentage is calculated. Because, yes, some salons take out product costs or service charges before they calculate your cut. And that matters. I have an entire episode and blog post on theshearsedge.com if you'd like to know more about each of these compensation models. So when you ask about compensation, go deeper than just surface questions. Ask, is this booth rental commission or hourly? What is there a per is there a performance skill at all? What gets deducted before my commission is calculated? How are tips handled? Am I paid out daily? Is it added to my paycheck? Am I paid out weekly? One piece of advice that I will give you from someone that interviews stylists every day, don't just ask, how much will I be paid? It sounds unprofessional, and total salon compensation really is much more than just a paycheck. A question two. When you're trying to understand the rhythm of the salon, this will really help you. Are they appointment only or do they take walk-ins? Make sure you ask that. Do they share clients or is everyone working their own books? Is the booking system well organized, or will you be responsible for learning a new program on a computer? Because here's the reality: a high-volume salon sounds exciting when you're thinking about earning potential. And it can be. But if the floor is chaotic, if you're constantly being rushed, if there's no system, that pace will wear you down fast. On the flip side, a slower, more boutique style salon might have fewer clients coming through the door. But the ones who do come in might be high-ticket, loyal, and easy to work with. Neither is automatically better. It just depends on how you work best. And honestly, beyond just asking the question, pay attention to what is happening inside the building when you're there. What does the floor actually look like? Are stylists stressed or are they relaxed? Is there a line of people waiting and only one person at the desk? You can learn a lot by just observing before and after your interview. This one matters more than people think, especially if you're early in your career and still are building your technical skills, your, you know, all of that. And if you're someone who genuinely loves staying current with trends and techniques, you're going to want to know the answer to this question. The beauty industry moves fast, color formulas change, new techniques come out, client expectations climb every year. A salon that invests in keeping its team educated cares about quality. And it's also a salon that's going to help you grow, not just clock in, clock out. So ask this specifically. Do you offer in-salon training? Do you cover or subsidize costs for outside classes or brand education? Are there opportunities to attend trade shows or expos? And this is important. If there's education time, is it paid or unpaid? Now, if the answer is basically no to all of that, it doesn't have to be a deal breaker, but it does mean that your growth will be entirely on you, your time and your money. That's a factor you need to weigh, especially if you're comparing it to a salon that does invest in its team. Okay, question four. This is the one that a lot of stylists don't think to ask until they learn the hard way. And I don't want that for you. The question is: what is the salon's approach to building and protecting a stylus clientele? Here's the situation. When you work in a salon, you build relationships, you build a book. Those clients know you, trust you, and come back because of you. But when it comes to the salon's records, they their contact information, their history, who does that information actually belong to? Most of the time, if you're commissioned or paid hourly, that information will belong to the salon. And some salons have a non-compete clause or non-solicitation agreements that essentially say if you leave, you cannot contact those clients or invite them to follow you. And while I get that salons have a legitimate interest in protecting their business, you also have a legitimate interest in protecting your career. So you need to know upfront what you're agreeing to. Here's what you ask. Do you encourage stylists to build a professional brand on social media? What happens to client records if a stylist leaves? Is there a non-compete or non-solicitation agreement I'll be signing? If there is an agreement, don't panic, but read it carefully. Understand the radius, the time frame, what it does and doesn't cover. And if anything feels unclear, you can absolutely ask for clarification or take time to review before signing anything. The bottom line is you're building a career, not just filling a chair. Any salon worth working for will respect that and will be up front with you about what their policies are. Question five, the last one. How would you describe the culture among the team here? Here's the thing about this question: this answer matters. But honestly, how they answer it matters even more. Now, when you ask this question, here's what to look for. Does the manager light up? Do they give you specific examples like we do team nights? Or are senior stylists actually mentor newer ones? Or do they get kind of vague and corporate sounding? We're one big family. Everyone's really supportive. We're we all love each other here. Vague answers aren't necessarily red flags, but they are worth noticing. If they truly have a team culture, they will tell you all the things that the team does and they'll be excited about it. And again, pay attention to what you see in that building. Are the stylists talking to each other? Or is it totally silent and tense? Does the front desk seem like they're part of the team, or are they clearly separate? Is the energy welcoming when you walk in, or does it feel like you interrupted something? I had a job interview when I first moved to Arizona. I walked in and they all looked at me like I was crazy. I said, I have a job interview today. And the receptionist looked at me up and down and said, We're not hiring. I actually had a job interview, but she turned me away at the desk. So I definitely didn't want to work there. Here's the truth: you will get hired from just skill alone. I mean, skill and personality is really what we're looking for. But culture is what determines whether or not you actually stay. A toxic, competitive, or clicky environment will make even a high earning salon position exhausting. A team that genuinely has each other's backs can make a slower salon feel like it's the best job you ever had. So don't underestimate this question. All right, let's bring this home. Five questions: compensation, structure, client flow, education support, clientele ownership, and team culture. These aren't truth questions. They aren't meant to put anybody on the spot. They are questions that a stylist who takes their career seriously would ask. Because you're not just looking for a job, you're looking for the right fit. And the only way to find that is to actually gather information instead of just hoping it works out. So before your next interview, write these down seriously, put them in your phone right now, practice saying them out loud so they feel natural, not rehearsed. And remember, you bring value to the table. Any salon that's a good fit for you will be glad that you asked. All right, that's it for today. If this episode helped you, share it with a stylist friend who's in the middle of a job search right now, because I promise they need to hear this. And I'll see you next time.