the Hello Hair Pro podcast – Détails, épisodes et analyse

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Hiring a stylist is hard. Retaining one is harder. Training them from scratch? That’s where most salon owners throw in the towel. 

Todd and Jen believe that’s exactly where the opportunity lies.

In this episode, they break down their education funnel—the system they’ve built to train new hires (especially those straight out of cosmetology school) into fully booked, confident, high-performing stylists. 

From blow-dry assessments to client-ready test-outs, you’ll hear exactly how they do it, how long it takes, and how it leads to stronger retention, higher performance, and long-term growth.

Whether you’re thinking about training your first stylist or looking to improve the education model inside your salon, this episode will help you build a path that scales with your business and supports your team.

Key Topics Covered:

[00:00] Stop Waiting for the “Unicorn” Hire
[00:02] Jen’s Story: Learning the Hard Way at Her First Salon
[00:04] Daydreaming Won’t Save Your Business—Systems Will
[00:05] Todd’s Opening Rant: $80 Haircuts, Facebook Negativity, and a Dying Industry Mindset
[00:12] Stop Asking Facebook What a Lawyer or Accountant Should Answer
[00:14] Building an Education Funnel
[00:16] Going Wider Reduces Risk and Builds Retention
[00:17] Why We Focus on Hiring Stylists Out of School
[00:19] How a True Apprenticeship Works (And What States Offer It)
[00:20] Are You a “Push Forward” or “Hold Back” Type Leader?
[00:22] Our Step-by-Step Training System (From Model to Client-Ready)
[00:27] The Blow-Dry Test: A Crucial First Win
[00:30] Why Clients Are Paying During Training—and Why That’s a Win
[00:32] Adding Services One by One = Confidence + Clarity
[00:34] Transparency Builds Trust: Don’t Hide the Training
[00:36] Matching Clients and Stylists Without Compromising Standards
[00:39] Transitioning From Friends/Family to Real Clients
[00:41] Ongoing Training, Redos, and Leadership Conversations
[00:44] Education Never Ends—Even for Experienced Stylists
[00:46] Paying Stylists and Educators During Training
[00:47] What If You Don’t Have Time to Train?
[00:49] Be Willing to Let People Go—If They’re Not Growing, You’re Shrinking
[00:51] The Term “Apprenticeship”
[00:52] Get on the Email List

Key Takeaways:

• Unicorn hires don’t build sustainable businesses. Systems do.
• Stop outsourcing business decisions to Facebook. Talk to professionals.
• Create wins early and often. 
• Your education system should evolve. What worked 5 years ago won’t work now.
• Train transparently. Clients will respect your honesty if you lead with integrity.
• Hire slow, fire fast. Don’t hold onto the wrong person just because training takes time.
• Education never ends. Even senior stylists should be reassessed regularly.

Connect With Us:

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💌 Join the newsletter: 321 Pro Push

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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

📣 Connect With Us:

🎧 Subscribe to the Hello Hair Pro Podcast
 📸 Instagram: @hellohairpro
💌 Join our weekly newsletter: 321 Pro Push!
🌐 Learn more:

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The Art of Preparedness in a Hair Salon

In this episode, Jen and Todd discuss how preparedness will set your business apart. 

They touch on the importance of growth opportunities, freedom in the workplace, and the value of supportive mentorship. 

The episode highlights how using technology and innovative practices can enhance both client and staff experiences. 

They also share insights on the essential tasks like maintaining cleanliness, conducting real consultations, and the overall importance of creating a welcoming environment. 

With real-life examples and practical advice, Jen and Todd provide a blueprint for running a successful client and employee-focused salon.

00:00 Welcome Back! Catching Up with Jen
00:33 Discussing Last Week's Guest: Brooke
01:22 Preparedness and Opening Takes
02:05 Business Insights: Private Labels and Value Creation
05:24 Career Reflections and Personal Growth
10:03 Creating a Welcoming Salon Environment
13:53 The Importance of Cleanliness and Consistency
19:59 Collaboration at Hello Hair Co.
20:31 Encouraging Collaboration in the Salon
21:17 The Importance of Asking for Help
22:01 Adherence to Foundational Principles
22:14 Product Selection and Client Satisfaction
23:08 Effective Use of Social Media
24:53 Small Touches That Make a Big Difference
26:09 Leveraging Technology for Client Experience
28:42 Creating Growth Opportunities for Staff
31:12 Balancing Freedom and Responsibility
32:22 Supporting and Mentoring Your Team
33:53 Ensuring Proper Equipment and Tools
36:14 Marketing, Social Media, and Education
37:46 Final Thoughts and Conclusion

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This week, we're discussing taking action and what happens when you don't.

If you avoid being proactive with your business or career, you will eventually become complacent. Complacency is a silent killer of business.

Even if things are going well, lack of action means you're slowly moving backward.  Slowly enough that it's difficult to recognize. Before you know it, you're left wondering why your career has regressed.

Todd tells the story of Blockbuster and how their lack of innovation caused them to fail.

Then, he lists several other large companies that were victims of lack of action.

Todd then tells the story of Kodak and how ignoring technology presented by an employee and their stubbornness was responsible for the company going from 80% market share to bankruptcy.

The reason we chose to tell these stories is that if companies with boards, leadership teams, marketing divisions, management layers, and on and on can fail–so can you. And we don't want to see that happen.

You can't succeed by sitting around.  You can't succeed by doing what's worked in the past forever.  You must take action, innovate, and progress.

If you're ready to chat about how we can help you take action–reach out here!

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This week we're talking about confidence.  Let's go!

Up to 85% of people struggle with low self-esteem.  Meaning you're not alone.

Why are we seeing such high amounts of anxiety?

• Lack of REAL education
• Lack of REAL leadership

So many fall in love with the idea of becoming better but aren't unwilling to do the necessary work.

What are you doing now to increase your confidence? Why? How? What does your process look like?

If you aren't doing anything, how come?

Lack of confidence can come from the need to feel in control.  Some of the areas of control we desire could be:

• formulation
• technical cutting ability
• consultation
• conversation
• pricing

Here are some common reasons for lacking confidence:

• Skill Development: Confidence often grows with experience and expertise. Newer hair pros might lack confidence simply because they are still honing their skills. The fear of making mistakes or not meeting client expectations can contribute to their lack of self-assurance.
• Comparison to Others: Social media platforms can exacerbate this issue by showcasing only the best work of others.
• Client Expectations: If a stylist feels unsure about delivering what a client desires, it can lead to self-doubt. Fear of disappointing clients or receiving negative feedback can undermine confidence.
• Creative Expression: The pressure to constantly develop creative and innovative styles can be daunting. 
• Constant Learning: The constant learning curve can make some feel like they're always playing catch-up. 
• Client Relationships**: Building and maintaining client relationships is essential.  Rejection, miscommunication, or difficult clients can all contribute to a lack of confidence.
• Client or any Feedback**: While feedback is essential for growth, negative feedback can hit hard. 
• Work Environment: The salon's environment plays a significant role.
• Fear of Rejection: Hair pros often invest considerably emotionally in their work. This can make them fear rejection or negative feedback, causing them to doubt their skills.
• Public Nature of the Work: Hair pros mostly work in a public-facing role where their work is displayed. This visibility can make them self-conscious and susceptible to criticism.

Try these things to increase your confidence:

• Dress the part
• Be proactive
• Be realistic
• Gain experience-put in the reps
• Understand your strengths and weaknesses-be honest
• Positive thinking 
• Exercise
• Get away from social media if you struggle with confidence. 

Weekly challenge: Do one thing this week to increase your confidence.

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This week we're discussing how asking better questions can help drive success in your career.

But first, we talk about NH House Bill 409, which removed a redundant aspect of licensure here in our state.

Here's what was removed from the bill:
"[(b)  Booths attached to or within a salon or barbershop that are operated independently of the salon or barbershop shall be subject to licensure in the same manner as an independent establishment, except that each independently operated booth shall not be required to have a separate sink or shampoo bowl.]"

This means you don't need an additional license on top of the other two licenses that need to be in place.

Nothing is 100%.
Yet, we still see people building echo chambers around their beliefs.

Just because something worked in one scenario doesn't guarantee its success in another scenario.

Gym example question.

We need to dig deeper into the questions we're asking.

Many will ask, "How do I make a million dollars?"
A better question could be, "How do I make a thousand dollars and then scale?"

Building a social media following example questions.

Building a clientele examples questions.

If you're interested in finding out how we can help you find more success and take your career to the next level: REACH OUT HERE!

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Happy 100th episode! 

We're discussing pricing in this episode but with a different approach.

Here are the things we touched on:

• Industry echo-chambers.
• Why can't the hair world make up its mind?
• Jen shares a story.
• Complainers are going to complain regardless of price.
• Todd shares a story.
• Your mindset and the support you have will allow you to charge more than the industry standard.
• Strategy, effort, and planning are the key to successful pricing.
• Put yourself in the shoes of your target client.
• How your rent (among many other factors) influences your pricing.
• Weak-ass leadership.
• Time behind the chair doesn't dictate your price or worth.
• Being active behind the chair and holding a license are entirely different things.
• What happens when leadership buries its head in the sand.
• Groupthink is not your friend.
• What you choose for a pricing structure (hourly, ala carte, or some hybrid) is almost irrelevant.

As always, thank you for listening! 

If you would like to chat - click here!

We would love a 5-star review wherever you listen to podcasts!

If you continue listening without doing those things, we love that too!

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This week we're covering a few different topics; here they are:

• Dealing with slow times 
• Goal setting 
• Building confidence 
• Why you should never advertise "books closed"

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This week we're discussing a problem we currently see across shops of all sizes, ages, and reputations: hanging on to staff.

Here are the notes:

What are you doing now to retain staff and keep them engaged?

What have you done in the past? What have you already tried? What worked, and what didn't?

Have you attempted to replicate anything that's worked or adjust and remeasure something that hasn't?

What EXACTLY are you looking for in an employee?

Remember that you won't retain 100% of your employees in any industry.

Don't take things personally even though in this industry, and it happens in others too; people LOVE to leave and burn the bridge.  

Hair pros, there is no reason for you to put down a business that you've moved on from, and there's no reason to burn bridges.  You never know what's going to happen in the future.

Give the episode a listen and let us know what you think!

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OK, our title may be a little 'clickbaity,' but it got your attention, so it worked.

Here's what we talked about in this episode:

The hair industry is self-sabotaging itself by claiming only one path to success.

You don't strengthen something by dividing. 

There is room for all models, pay structures, businesses, etc.

Renting is not new, it's not innovative, it's certainly not 'the future' (whatever that means), but that also doesn't mean there isn't a place for it.  It's an amazing path for many hair pros...just not 100% of them.  Contractors exist in all fields.

Commission salons aren't new or mostly innovative either, but that doesn't mean they're right or wrong for everyone.  Again, 100% doesn't exist.

You will never keep 100% of your money.  Sorry, folks, just reality.

These ideas and experiments are just different, and that's OK.

Think about a restaurant or any business; should every employee be the manager?  It doesn't make sense.  Some employees can't even show up on time or remember the specials, but we expect them to run the operation?

You need to figure out what you want from your career and then make choices that support that.  You need a plan.  You need some education in business. 

The days of 'I'm not a numbers person.' are gone. 

Regardless of your choice, it's your responsibility to collect the required knowledge BEFORE deciding to risk your career.

Be less influenced by influencers and wanna-be influencers, and do your homework.

If you need help or would like to chat, please don't hesitate to reach out.

CONTACT US HERE

Best,
Jen & Todd

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