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The salon industry is shifting faster than most owners realize. In Part 1 of our 2026 Predictions series, we talked about education, AI, and client expectations. In Part 2, we’re diving into the structural issues shaping the next chapter of our industry: employment models, salon operations, and profitability.

This episode explores why certain business models will struggle, why others will grow, and what forward-thinking salon owners must build now to remain relevant and profitable.

We break down the rental bubble, the future of commission salons, the implosion of hybrid models, the comeback of apprenticeships, the KPIs that finally matter, and why pricing must shift from emotion to math.

If you’re a salon owner, renter, future owner, or someone watching the industry and wondering where you fit in — this episode will help you see the landscape clearly and prepare your business for what’s coming.

Your business should serve you so that you can serve others — but that requires purpose, structure, and leadership. 

Let’s build the future intentionally.

Key Takeaways

• Great stylists are built through consultation, listening, and consistency — not just skill.
• Big salon problems are almost always a stack of small problems that went unaddressed.
• The rental bubble is correcting — not because rentals are bad, but because renters aren’t equipped.
• Commission salons without innovation, systems, or leadership will continue to fail.
• Hybrid models will implode as states tighten enforcement and salon culture fractures.
• Apprenticeships will surge — they produce stronger stylists, culture buy-in, and retention.
• Licensure does not guarantee professionalism; businesses create standards, not boards.
• Culture and stability become major differentiators for stylists seeking long-term homes.
• Pricing must shift from emotion → math + cost-to-deliver + profit margins.
• Leadership — communication, feedback, coaching — becomes the salon owner’s most valuable skill.
• Purpose drives performance: clarity → trust → buy-in → growth.

Time Stamps

00:00 — Welcome + Part 2 focus (models, operations, profit)
01:00 — Preview of Part 3
02:00 — Opening Takes (good stylists, stacked problems)
05:30 — Why “everyone wants to rent” is a symptom
07:00 — Rental bubble reality + why many renters struggle
10:00 — Commission salons: why they fail + what must change
13:00 — Hybrid model collapse (culture, operations, compliance)
16:00 — Apprenticeships return + why they outperform school
19:00 — Licensure misconceptions + professionalism gaps
21:00 — Culture + stability become key differentiators
23:00 — Why people really leave salons (not money)
24:00 — Profitability + flexibility can coexist
26:00 — Foundations: mission, vision, values
29:00 — Systems replace guesswork
30:00 — KPIs mature: beyond rebooking/retail
33:00 — Pricing becomes math, not emotion
37:00 — Specialists outperform generalists
40:00 — Leadership becomes the owner’s highest-value skill
45:00 — Purpose drives performance + closing

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The salon industry is changing fast. From how stylists learn, to how salons use technology, to what clients expect from their experience, there’s a major shift underway. 

In the first part of our 2026 Salon Predictions series, Todd and Jen break down the changes already happening in education, AI and salon tech, and client behavior, and why salons that move now will have a serious advantage.

This episode isn’t about fear or hype; it’s about understanding the direction the industry is actually going, so you can plan ahead instead of reacting later.

Whether you’re a commission salon owner, a suite renter, or someone planning to open a salon in the next couple of years, this episode will help you see what’s coming and how to position yourself to win the long game.

Key Takeaways

• A lot of “education” is entertainment. Growth happens in small, focused, actionable sessions.
• Micro-education and mentorship will outperform large-stage education events.
• Salons that practice inside the salon outperform salons that “wait to find the time.”
• Technology is no longer optional; online booking, automation, and AI are becoming client expectations.
• GPTs and AR consultations will change how salons communicate, book, and guide clients.
• Hospitality is the new luxury: clients want to feel cared for, not impressed.
• Younger clients choose salons for vibe, fun, shareability, and convenience.
• Clients leave because of complacency, not pricing.

Episode Timestamps

00:00 | Welcome + Why we re-recorded this series
01:00 | Structure of the 3-part predictions series
02:00 | Opening Take (Jen): Unlearning beliefs about pricing and worth
03:30 | Opening Take (Todd): Humans already work like LLMs + misunderstandings about AI
06:00 | Prediction #1: Education splits into entertainment vs education
08:00 | Challenge: Use large events as team culture, not skill development
09:00 | Prediction #2: Rise of Micro-Education + skill-specific training
11:30 | Challenge: Find educators who teach exactly what you need
12:30 | Prediction #3: Stylists begin seeing education as an investment, not an expense
14:30 | Challenge: Ask for pricing, stop assuming you can’t afford it
15:30 | Prediction #4: Salons that integrate education into workflow will win
17:00 | Challenge: Schedule internal education now, don’t “hope it happens”
18:00 | Technology Prediction #1: The “Digitally Resistant” salons get left behind
19:00 | Why convenience + frictionless booking matters more than ever
21:00 | AI becomes your operational silent partner
23:00 | Real example: Losing a client → AI brought her back two years later
24:00 | GPT Agents on salon websites: what’s coming next
27:00 | AR Consultations: visualizing outcomes before services begin
29:30 | Prediction: Data becomes the new scissors
32:00 | Prediction: “Good Enough” collapses skill is not differentiation
34:00 | Client Trends: Hospitality > Luxury
36:00 | Businesses > Individuals. Clients want reliable teams
38:00 | Frictionless service = non-negotiable
40:00 | Brand Identity is emotional, not aesthetic
43:00 | Influencer culture declines, authenticity wins
45:00 | What younger clients really want: fun, vibe, shareability
48:00 | Why clients leave,

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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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A year into renting and still struggling? You’re not alone. In this episode, Todd and Jen break down why so many booth renters and suite owners can’t seem to get ahead — and how to fix it.

They’re not anti-rent or anti-suite (far from it). 

This is about clarity, accountability, and structure. Whether you’re a year in or just thinking about going solo, this episode gives you the tools to stabilize, grow, and actually profit.

Key Takeaways

• We’re not anti-suite or anti-rent — we’re pro-clarity and accountability.
• Freedom without structure quickly turns into isolation and chaos.
• Math matters: know your break-even and your effective hourly rate.
• Your Google Business Profile and reviews will outperform Instagram.
• Social media without faces or stories doesn’t sell.
• Mentorship, systems, and structure are what separate success from struggle.
• A 90-day plan can rescue your business if you take it seriously.

Episode Timestamps

• [00:00] – Opening takes: Real education & accountability in business
• [06:00] – Todd’s segue: why this topic matters and why they’re not anti-rent or anti-suite
• [08:00] – The #1 reason renters struggle: they don’t know their numbers
• [10:00] – Pricing mistakes and how to calculate your break-even point
• [15:00] – Understanding your effective hourly rate
• [16:00] – The second big issue: marketing — why no one knows you exist
• [19:00] – The power of Google Business Profile and reviews
• [22:00] – The social-media trap: why “back-of-the-head” posts don’t convert
• [25:00] – Math check: what your following actually means for growth
• [29:00] – The mindset problem: freedom without structure = chaos
• [31:00] – What independence really costs and why accountability still matters
• [33:00] – Why mentorship and structure aren’t optional
• [35:00] – 90-Day Rescue Plan: stabilize, rebuild, and grow
• [40:00] – Adding packages, care plans, and simple marketing systems
• [42:00] – Closing thoughts + preview of Part 2 (Why Commission Salons Struggle)

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Too many salon owners start with numbers such as rent prices or commission percentages when hiring and attracting talent. In this episode, Todd and Jen flip the script with a lesson inspired by Steve Jobs: start with the experience and then work backward.

Whether you run a commission salon or a booth or suite rental space, you’ll learn how to design an environment where stylists and renters feel valued, supported, and inspired—and why that approach keeps people around longer.

Episode Timestamps

• [00:00] – Todd introduces the episode + Steve Jobs’ philosophy
• [01:30] – Opening takes: self-talk and work-life balance myths
• [07:00] – Why skipping fundamentals holds stylists back
• [10:00] – Hello Hair Co’s early culture decisions
• [13:00] – Common hiring mistakes salon owners make
• [16:00] – Why leading with commission % or rent price doesn’t work
• [18:00] – Why “luxury,” “family,” and “cutting edge” job ads fall flat
• [20:00] – What stylists actually want in a job today
• [23:00] – Stability, trust, and leadership as retention drivers
• [25:00] – Work-life balance: freedom without laziness
• [27:00] – Recognition and respect as key motivators
• [28:00] – The stylist journey: awareness → exploration → interview → onboarding → growth
• [34:00] – Why strong onboarding matters more than shadowing
• [39:00] – Writing job ads that attract culture fits
• [43:00] – Attracting booth renters: what they really want
• [47:00] – Booth rent vs. experience-first recruiting
• [49:00] – Key takeaways + closing thoughts

Key Takeaways

• Don’t lead with commission or rent rates—lead with experience.
• Stylists and renters want to belong, have growth opportunities, experience stability, trust, and recognition.
• Job ads that sound generic (“luxury,” “like family”) fail to attract the right people.
• Clear systems, mentorship, and education are the real differentiators.
• Booth renters value independence, but also want a professional, client-ready environment.
• Build a culture where stylists want to be—that’s the ultimate recruiting advantage.

How to Keep Your Salon Staff: What Our Stylists Said When We Asked Why They Stay [EP:204]

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In this episode, Todd and Jen tackle one of the biggest challenges salon owners face: staff retention. 

Instead of relying on non-compete agreements or fear-based policies, they share practical, proven strategies for building a culture where stylists genuinely want to stay. 

From career growth opportunities to education, mentorship, and financial transparency, you’ll hear exactly what’s worked at Hello Hair Co.—and how you can apply it in your own salon.

What you'll learn:

• Retention starts with culture and leadership, not contracts
• Define retention success as 5–10 years with your team
• Stylists leave when they see no path for growth or opportunity
• One-on-one mentorship unlocks motivation and hidden talents
• Education should be baked into your salon’s daily culture
• Invest in peer-led classes, curated outside educators, and team outings
• Celebrate staff growth beyond KPIs—focus on human value
• Transparency around money builds trust and loyalty
• Recruiting requires adapting to what new grads want today
• Freedom doesn’t have to mean isolation—community matters

Episode Timestamps

• [00:00] – Introduction + why non-competes fail
• [00:02] – Opening takes: profit myths & favorite styles from the past
• [00:07] – Strangest client requests we’ve ever had
• [00:12] – Defining staff retention: why 5–10 years is the goal
• [00:15] – Why stylists leave: lack of growth and opportunity
• [00:18] – How to create real growth paths inside your salon
• [00:20] – Battling the “booth rental is the only path” mindset
• [00:23] – One-on-ones & individualized goal-setting
• [00:25] – Spotting hidden talents and pushing people into growth
• [00:28] – Why levels and titles don’t matter—price points do
• [00:30] – Making education part of your culture (daily + curated)
• [00:33] – Staff-led classes and peer-to-peer education
• [00:35] – Investing in outside educators (the right way)
• [00:36] – Team outings via education + culture building
• [00:37] – Recognition and celebrating growth the right way
• [00:39] – Recruiting: what new grads actually want in 2025
• [00:42] – Why freedom turns into isolation for many stylists
• [00:43] – Positioning your salon as a growth environment
• [00:44] – Transparency around money and profit
• [00:46] – Closing thoughts 

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In this episode, Todd and Jen are joined by Hello Hair Co. stylists, Brooke and Tori, for a special Q&A session. 

Instead of the usual format, the team flips the script—Brooke and Tori bring questions gathered from fellow stylists, salon groups, and their own experiences.

From dress codes and business cards to cancellation policies and side hustles. 

An honest conversation, some strong opinions, and practical advice for salon owners and stylists navigating today’s industry.

Key Takeaways

• Dress Codes & Professionalism: Why some salons use all-black dress codes, and how freedom of expression can attract the right clientele.
• Business Cards vs. Digital Presence: The shift from traditional marketing tools to Google, Instagram, and automated client touchpoints.
• Loyalty Programs & Discounts: Why discounts often hurt more than they help — and why hospitality and surprise gestures build stronger loyalty.
• Cancellation Policies: The pitfalls of blanket cancellation rules and why people-first flexibility creates stronger long-term relationships.
• Side Hustles & Weddings: Why stylists’ outside opportunities aren’t a threat — and how integrity matters most.
• Levels & Promotions: Moving beyond old-school level systems to individualized growth, flexible raises, and price-point transparency.
• Team Culture & Retention: Why trust, communication, and respect for work–life balance keep teams strong over time.

Timestamps

• [00:00] Intro: Todd, Jen, Brooke & Tori set the stage
• [01:00] Opening takes: goal setting, patience in learning, music licensing, and the realities of beauty school
• [07:00] Salon culture: why communication with leadership matters
• [10:00] Dress code debates: all black vs. individuality, professionalism, and jeans in the salon
• [17:00] Business cards in 2025: helpful or outdated?
• [22:00] Loyalty programs, discounts, and why hospitality wins
• [31:00] Cancellation policies: people-first vs. rigid enforcement (which never happens if we're being honest)
• [38:00] Time off, flexibility, and building a supportive culture
• [42:00] Side hustles and weddings: where ownership should (and shouldn’t) step in
• [47:00] Level systems: old-school approaches vs. modern individualized growth
• [58:00] Final Q&A: taking back past employees and protecting team culture
• [01:04:00] Wrap-up

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In this episode, Todd and Jen dive into the two pillars of salon growth: retention (keeping clients coming back) and acquisition (bringing in new ones). 

Too many salon owners focus on just one—but long-term success requires mastering both.

You’ll hear practical strategies, client experience tips, and marketing insights drawn straight from the Hello Hair Co. playbook, including how to create loyalty, inspire referrals, and consistently attract new faces without burning out.

Key Takeaways

• Retention and acquisition aren’t either/or — both are essential for lasting salon growth.
• Consultations (and re-consultations) are the secret to keeping clients loyal.
• Hospitality and personalization turn good services into unforgettable experiences.
• Building staff confidence is a leader’s job — and prevents overwhelm in new stylists.
• Smart marketing tools (Google Ads, SEO, automation, reviews, social media) keep new clients coming consistently.
• Focusing only on retention or only on acquisition will break your business model.
• Tracking the right KPIs (rebooking, client lifetime value, cost per new client, referrals) shows you what’s really working.

Episode Timestamps

• [00:00] – Intro & why Jen refused to kick things off
• [00:01:30] – Jen's opening take and quote of the week: Vidal Sassoon on why hairdressers are magical
• [00:03:00] – Todd's opening take, owner perspective: the happiness KPI
• [00:07:00] – Why retention matters: loyalty, consistency, referrals, and fun
• [00:11:00] – The consultation game changer: how to re-consult every visit
• [00:14:30] – Building relationships when your skills are still developing
• [00:15:00] – Hospitality Playbook: moving beyond snacks and water bottles
• [00:17:00] – Personalization & note-taking for unforgettable experiences
• [00:19:00] – Staff happiness and motivation = client happiness
• [00:21:00] – Helping “baby hair pros” build confidence without overwhelm
• [00:23:30] – Why acquisition matters: churn, plateaus, and growth
• [00:26:00] – Automated touchpoints: email & text marketing that works
• [00:28:30] – Google Ads, SEO, and why outsourcing marketing was a game-changer
• [00:33:00] – Social media strategy: faces > backs of heads
• [00:35:00] – Cross-promoting with local businesses & the power of reviews
• [00:37:00] – KPIs: client lifetime value, cost per client, rebooking, referrals
• [00:38:30] – Wrap-up + free Hospitality Playbook download

Resources & Links

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• Listen to more episodes: the Hello Hair Pro podcast
• Follow us on Instagram: @hellohairpro

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