Ep. 48 - {Step 4} The First Steps to Hiring Your First Esthetician

Someone said yes. They accepted your offer. And that is such a big deal... because it means you are one step closer to the business and the life you've been working toward.

But here's the question nobody really asks in that moment. Are you actually setting them up to succeed?

Because how you onboard your new hire in those first few days will decide whether they thrive or struggle. And I believe your new esthetician should be seeing paid clients and paying for themselves by their third day. Every single time. It's possible, and it starts with what you hand them on day one.

The Employee Handbook

Yes, this one is obvious. But I want to reframe how you think about it because most spa owners either don't have one or have one that's collecting dust somewhere.

Your handbook is not a 35-page corporate document. It's your foundation. It covers your expectations, your dress code, your time off procedures, your client communication standards, and your performance expectations. All the things you're currently keeping in your head and hoping your team somehow already knows.

Nobody can read minds. A clear handbook protects you, protects your team, and eliminates confusion before it ever has a chance to take root. Just make sure you have a lawyer look it over. It's worth it.

The Onboarding Packet

This is where things start to feel really intentional. Your onboarding packet introduces your new hire to your brand, your core values, your retail, your signature services, and who is in charge of what. It tells them where to park, where their cubby is, where the laundry area is. The little things that seem small but make someone feel like they actually belong somewhere.

When a new esthetician walks in on day one and everything is already laid out for them, they're not taking it all in like a fire hose. They can actually absorb it. They feel prepared and welcomed instead of thrown into the deep end.

The Service Comfort Level Page

This one is probably my favorite and it's been a huge reason why my hires are booked and paying for themselves so quickly.

On their very first day I have them rate their confidence in every service we offer on a scale of zero to ten. That's it. Simple page, simple question.

But what it tells me is everything. If she's a ten in facials, we're getting her cleared on facials that same day. If she's a three in lash lifts, I know where we need to spend extra training time. It creates the roadmap so I'm not guessing and she's not feeling like I'm just expecting her to figure it out.

It reduces anxiety for her. It makes me a better trainer. And it gets clients in her chair faster.

The Live Like a Queen Envelope

Okay, this one is my absolute favorite. I picked up a box of simple envelopes from Hallmark and inside each one I put a three by five card with two questions. How much do you need to make an hour to survive? And how much do you need to make an hour to live like a queen?

The answers are always so eye-opening. And then I sit down with them and show them with actual numbers how they can hit that number... through their hourly pay, their tips, their retail, their booking percentage. The opportunity is right there. I'm just showing them the path to it.

It motivates them in a way that nothing else really does. Because now it's personal. Now they can see it's actually possible here.

This Is What Real Leadership Looks Like

These documents aren't corporate or complicated. They're just clear and intentional. They take the guesswork out of onboarding for both of you and they create the kind of start that makes someone want to stay.

Because the first hire isn't actually the hard part. Leading and growing a whole team... that's where things get more layered. But when you have the right foundation, it is so much fun.

Ready to build out your onboarding system the right way?

Fill out this intake form to book a discovery call with me. I work with spa owners who are ready to stop winging it and start leading with intention. Let's build something your team actually wants to be a part of.