How to Hire Barbers: Complete Guide to Finding the Best Team

Hiring the right barber can make or break your barbershop. A good barber doesn't just cut hair: they build relationships with clients, generate revenue and represent your brand. A bad barber can drive away clients and damage your reputation.

As experts in barbershop management, we've seen hundreds of hires. We're going to share everything we know about how to hire barbers that really drive your business.

When Do You Need to Hire a Barber?

Before you start looking, make sure you really need to hire. Hiring too early can be a costly mistake. Hiring too late can make you miss growth opportunities.

Signs You Need to Hire

• Your schedule is full 2-3 weeks ahead: You can't serve more clients alone
• You regularly turn away clients: You're losing revenue due to lack of capacity
• You work more than 50 hours per week: You're burned out and quality may drop
• You have a constant waitlist: Clients wait a long time
• You want to grow but can't alone: You have demand but not capacity

When NOT to Hire

• You're starting: Wait at least 3-6 months to understand your business
• You don't have steady demand: First build your client base
• You can't afford a salary: Make sure you have sufficient cash flow
• It's peak season: It may be temporary, wait to see if it continues

Where to Look for Barbers

The best barbers aren't always actively looking for work. You need to look for them in several places:

1. Social Media (Instagram, Facebook)

Instagram is where barbers show their work. Look for:

• Local hashtags: #barber[yourcity], #barbershop[yourcity]
• Barbers who follow other barbershops in your area
• Barbers with good portfolios but working in places that don't suit them
• Barbers who are starting but show talent

Tip: Don't just look at photos. Review work consistency, posting frequency and how they interact with clients.

2. Barber Schools

Barber schools are excellent for finding new talent:

• Contact schools in your area
• Offer internships or junior positions
• Attend graduations and events
• Offer mentorship in exchange for work

Advantage: You can shape their style from the start and pay less while they learn.

3. Referrals from Other Barbers

The best way to find good barbers is through referrals:

• Ask other barbershop owners (from other areas, not direct competition)
• Ask barbers you know
• Offer incentives for successful referrals

4. Online Ads

Post on:

• Facebook groups: Look for barber groups in your city or country
• Indeed, LinkedIn: For more formal positions
• Craigslist or local marketplaces: To find local talent
• Barbershop websites: Some barbers look on specialized sites

5. Competition (Be Careful with This)

You can approach barbers from other barbershops, but:

• Don't do it aggressively or unethically
• Wait for them to show interest first
• Don't offer work to barbers who are happy where they are

What to Look for in a Barber

Not all barbers are the same. Here's what really matters:

Technical Skills

• Solid portfolio: Consistent, quality work
• Style variety: Can do different cuts, not just one
• Attention to detail: Cuts are well finished
• Reasonable speed: Not too slow (you lose money) or too fast (loses quality)

Interpersonal Skills

This is as important as technical skills:

• Good client treatment: Friendly, professional, conversational
• Punctuality: Arrives on time, respects schedules
• Positive attitude: You don't want negativity in your barbershop
• Listening ability: Understands what the client wants

Relevant Experience

• Years of experience: More isn't always better, but it helps
• Experience in similar barbershops: Understands the pace and environment
• Verifiable references: You can contact previous employers

Values and Culture

The barber must fit your vision:

• Work style: Matches your barbershop's style
• Values: Professionalism, respect, teamwork
• Ambition: Wants to grow, not just work

The Interview Process

A good interview helps you get to know the candidate beyond the portfolio:

1. Initial Interview (15-20 minutes)

Ask these key questions:

• "Why do you want to work here?" - See if they researched your barbershop
• "What's your favorite cutting style?" - Understand their preferences
• "How do you handle a difficult client?" - Evaluate social skills
• "How many clients can you serve per day?" - Understand their pace
• "What do you expect from this job?" - See if expectations match

2. Practical Test (Mandatory)

Never hire without seeing the barber work:

• Ask them to cut a model: Can be a friend or volunteer
• Observe their technique: How they handle tools, their process
• Evaluate the result: Is the cut quality?
• Observe their interaction: How they treat the client during the cut

Tip: Offer to pay for the practical test. Shows you value their time and work.

3. Reference Verification

Call previous employers and ask:

• Why did they stop working there?
• Were they punctual and reliable?
• Did clients recommend them?
• Did they work well in a team?
• Would you hire them again?

Payment Structure: How to Pay a Barber?

There are several ways to structure payment. Each has advantages:

1. Fixed Salary

How it works: You pay a fixed monthly salary, regardless of how many clients they serve.

Advantages:

• Predictable for both
• Barber has security
• Easy to manage

Disadvantages:

• Doesn't incentivize productivity
• If they have few clients, you lose money
• Can become complacent

When to use: For junior barbers or when you're building your client base.

2. Commission (Percentage)

How it works: The barber receives a percentage of each service (typically 50-60%).

Advantages:

• Incentivizes productivity
• You only pay if they generate revenue
• Barber earns more if they work more

Disadvantages:

• Less predictable for the barber
• May prioritize quantity over quality
• Can be difficult in slow months

When to use: For experienced barbers with their own client base.

3. Base Salary + Commission

How it works: Low fixed salary + commission per services.

Advantages:

• Combines security and incentives
• Attractive to good barbers
• Balance between risk and reward

Disadvantages:

• More complex to manage
• Can be more expensive if barber is very productive

When to use: For mid-level barbers who want security but also earn more.

4. Booth Rental

How it works: The barber pays a fixed rent to use the chair and keeps everything they earn.

Advantages:

• Predictable income for you
• Barber is independent
• Less payroll management

Disadvantages:

• Less control over quality
• Barber can leave easily
• Less sense of team

When to use: For very established barbers with their own clientele.

Typical Payment Ranges

Ranges vary greatly by location and experience. Here are general references:

• Junior barber (recent graduate): $1,200-2,000 USD/month or 40-50% commission
• Experienced barber (2-5 years): $2,000-3,500 USD/month or 50-60% commission
• Senior barber (5+ years, with clientele): $3,000-5,000 USD/month or 60-70% commission
• Booth rental: $400-1,200 USD/month

Important: These are general ranges. Research prices in your specific area. You can check sites like Indeed Salaries or Glassdoor for more specific data in your area.

Employment Contract

Once you decide to hire, you need a clear contract. It should include:

• Payment structure: Salary, commission, or combination
• Schedule: Work days and hours
• Responsibilities: What's expected from the barber
• Policies: Punctuality, uniform, behavior
• Trial period: Typically 30-90 days
• Non-compete clause: If applicable in your area
• Termination terms: How the contract can be terminated

Tip: Consult with a labor lawyer to make sure your contract complies with local laws.

Common Mistakes When Hiring Barbers

Avoid these mistakes that can cost you:

• Hiring out of desperation: Better to wait than hire badly
• Not doing a practical test: Portfolio can be misleading
• Not verifying references: You might hire someone problematic
• Paying too little: Attracts low-quality barbers
• Paying too much: You may not be profitable
• Not defining clear expectations: Creates conflicts later
• Ignoring red flags: If something seems wrong, it probably is

How to Retain Good Barbers

Hiring is just the start. You need to retain the good ones:

• Pay fairly: Review salaries regularly and adjust according to market
• Create good environment: A place where they want to work
• Recognize good work: Praise, bonuses, growth opportunities
• Give autonomy: Let them work with their style
• Invest in their growth: Courses, tools, mentorship
• Listen to their ideas: Involve them in decisions
• Use tools that make their work easier: Like Barberia Club to manage bookings automatically

Team Management

Once you have a team, you need to manage it well:

Clear Communication

• Regular meetings (weekly or biweekly)
• Clear communication channels (WhatsApp, email, etc.)
• Constant feedback, not just when there are problems

Schedule Organization

Use a system like Barberia Club to:

• Manage each barber's schedule
• Assign clients automatically
• Avoid schedule conflicts
• See availability in real time

Performance Monitoring

• Review number of clients per barber
• Monitor client satisfaction
• Review revenue generated
• Identify who needs support

Conclusion

Hiring barbers is one of the most important decisions you'll make. A good barber can grow your business. A bad barber can damage it.

The key is:

• Knowing when you really need to hire
• Looking in the right places
• Evaluating both technical and interpersonal skills
• Making a mandatory practical test
• Offering a fair and attractive payment structure
• Managing the team well once hired

If you're ready to hire, make sure you have a good management system. Barberia Club helps you manage multiple barbers, their schedules and bookings from one place. It has a free version and also a $20 USD/month plan with 1 month free trial. It's designed specifically for barbershops.

For more management tips, check our complete guide on how to manage a barbershop.

Do you have questions about hiring? Our team is here to help. Contact us and we'll help you build the best team for your barbershop.