EPISODE · Jan 7, 2026 · 17 MIN
5 Things I'd Do If I Opened A Salon Today
from The G Code · host Heather Manuel
Building a scalable salon business requires intentional systems, clear communication, strategic hiring, and a long-term vision. Alrighty, my friend, today we’re diving into 5 non-negotiable strategies for building a scalable, profitable salon business. These insights come from my own experience of building a 7-figure salon in 4 years. I walk you through the 5 things I would do if I were to open a brand-new salon today. Whether you’re about to open your first salon or have been open for years, I hope you’ll take these strategies and work them into your business, so that you can create the foundation for sustainable growth beyond your personal capacity.Today, I cover:(0:30) Being an employee-based salon Build a business bigger than yourself through employeesAvoid rental salon model limitationsStart behind the chair to generate revenue and sustain expensesScale back from chair work by year two to focus on team growthCommission-based model: stylists earn commission, salon keeps a portion for expenses and reinvestment(3:20) Team Policies & GuidelinesWrite a comprehensive employee handbook before hiringClarity prevents resentment and turnoverKey policies to documentIncluding company vision and core values with daily execution examplesUsing core values for hiring, feedback, and firing decisions(7:50) Systematic PricingDon't base pricing on location aloneThree pricing considerations: Expenses with built-in profit margin, Unique selling point (USP) vs. competitors, and Maximum service time (most important factor)Set time boundaries for each service to prevent rushed workCreate multiple service levels (3-4 to start)Model pricing should be affordable—focus is on training, not profitService-based businesses sell time; pricing must reflect time availability(11:40) Owner’s ScheduleWork 5 days/week, 2 days off for family and personal wellness3 days behind the chair (8+ hours): Train new hires during every service, Film services for training content, Hand off tasks as team improves1 day mixed (3 hours admin + 5-6 hours training): Scout for future training program leaders1 day mixed (3 hours admin + rest of day coaching): On-the-spot coaching and team connectionWhen to transition completely out of chair work(14:00) Hire Your Right-Hand PersonMost important hire—start them on the front deskEssential qualities this person should haveHiring seasoned vs green candidatesProvide training to ensure execution matches your standardsLong-term: they manage the front desk team and guest processes while you focus on team growth and hiring🔗 Mentioned Links:Get in touch with our admissions team to learn more about RLCEO here: https://go.pip-university.com/👋 Say Hi:If you haven’t done so already, follow us on Instagram and Facebook. I share a ton of gems, value-packed freebies, and the occasional belly-laugh meme. Follow on IG now!Follow on FB now!❤️ Subscribe:YoutubeEmail NewsletterPodcast
What this episode covers
Building a scalable salon business requires intentional systems, clear communication, strategic hiring, and a long-term vision. Alrighty, my friend, today we’re diving into 5 non-negotiable strategies for building a scalable, profitable salon business. These insights come from my own experience of building a 7-figure salon in 4 years. I walk you through the 5 things I would do if I were to open a brand-new salon today. Whether you’re about to open your first salon or have been open for years, I hope you’ll take these strategies and work them into your business, so that you can create the foundation for sustainable growth beyond your personal capacity.Today, I cover:(0:30) Being an employee-based salon Build a business bigger than yourself through employeesAvoid rental salon model limitationsStart behind the chair to generate revenue and sustain expensesScale back from chair work by year two to focus on team growthCommission-based model: stylists earn commission, salon keeps a portion for expenses and reinvestment(3:20) Team Policies & GuidelinesWrite a comprehensive employee handbook before hiringClarity prevents resentment and turnoverKey policies to documentIncluding company vision and core values with daily execution examplesUsing core values for hiring, feedback, and firing decisions(7:50) Systematic PricingDon't base pricing on location aloneThree pricing considerations: Expenses with built-in profit margin, Unique selling point (USP) vs. competitors, and Maximum service time (most important factor)Set time boundaries for each service to prevent rushed workCreate multiple service levels (3-4 to start)Model pricing should be affordable—focus is on training, not profitService-based businesses sell time; pricing must reflect time availability(11:40) Owner’s ScheduleWork 5 days/week, 2 days off for family and personal wellness3 days behind the chair (8+ hours): Train new hires during every service, Film services for training content, Hand off tasks as team improves1 day mixed (3 hours admin + 5-6 hours training): Scout for future training program leaders1 day mixed (3 hours admin + rest of day coaching): On-the-spot coaching and team connectionWhen to transition completely out of chair work(14:00) Hire Your Right-Hand PersonMost important hire—start them on the front deskEssential qualities this person should haveHiring seasoned vs green candidatesProvide training to ensure execution matches your standardsLong-term: they manage the front desk team and guest processes while you focus on team growth and hiring🔗 Mentioned Links:Get in touch with our admissions team to learn more about RLCEO here: https://go.pip-university.com/👋 Say Hi:If you haven’t done so already, follow us on Instagram and Facebook. I share a ton of gems, value-packed freebies, and the occasional belly-laugh meme. Follow on IG now!Follow on FB now!❤️ Subscribe:YoutubeEmail NewsletterPodcast
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5 Things I'd Do If I Opened A Salon Today
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