Hiring and keeping top barbers: What sets high-performing shops apart

There’s only one thing harder than hiring barbers: keeping them. 

In today’s market, skilled barbers are in high demand — and that’s not changing anytime soon. Employment for barbers is projected to grow 7% by 2033, outpacing the national average for all occupations. With nearly 89,100 openings expected each year over the next decade, competition for top talent is only getting sharper by the day. 

But this challenge goes far beyond the hiring process. High turnover can drain your momentum, disrupt guest relationships, and make it tough to maintain consistent service across locations. If you’re focused on scaling your business or simply stabilizing your team, barbershop employee retention is just as important as recruitment and onboarding. 

So, what separates the best from the rest? 

This guide explores what top-performing barbershops are doing differently, from rethinking compensation packages and tip structures to creating stronger company cultures and clear growth pathways. Backed by industry stats, real-world insights, and advice from fellow shop owners, we’ll break down barber hiring tips that actually work. 

Let’s take a closer look at how to hire barbers — and keep them for the long haul. 

The demand for skilled barbers is rising, and it’s not hard to see why. With steady job growth and strong earning potential, the profession has become more than just a fallback or side hustle. It’s a craft, a calling, and a bona fide career. 

According to the 2025 Beauty and Wellness Benchmark Report, average barbershops generate $258,379 in annual revenue, with top performers earning as much as $477,304. Ticket sizes typically range from $28 to $37 per visit. One key difference? Tip rates. High-performing shops average 20%, while median performers land closer to 16%. 

However, to apply the best practices for barbershop hiring, it’s not enough to know the numbers. You need to understand what modern barbers actually care about. (Hint: It’s more nuanced than you might think.) 

Earnings matter, but they’re not everything to the modern manscaping maestro. To attract top barbers, shops need to offer more than a steady paycheck. 

Career growth, creative freedom, and culture are the new non-negotiables. Modern barbering transcends traditional haircutting. It’s now a lifestyle-driven profession, rooted in staying current with trends and turning every visit into a personalized, confidence-boosting experience for guests. 

Transparency also plays a huge role. As Dreyvon Anderson, co-founder of Sheared the Barbershop, puts it: 

This level of clarity helps barbers feel prepared and respected — and more likely to stick around. 

Younger barbers are also bringing new expectations to the chair. Flexibility and community impact are top priorities, especially in shops where collaboration and creativity are encouraged. New barbers are seeking environments that feel less like a grind and more like a place to grow, both personally and professionally. 

Part-time schedules, evening shifts, and weekend work are common in this industry. However, "flexibility" doesn’t just mean choosing your hours for today’s barber. It means having control over your time and being supported in the process. Shops that offer team-oriented environments with modern pay structures, like employee-owned shares or group bonuses, are gaining traction fast. 

And while artistry is still central, purpose is just as important. Whether they’re crafting detailed beard styles or delivering premium cuts that match each guest’s personality, barbers want their work to make a lasting impact. They want to do it in a shop that feels aligned with their values. 

Now that you understand what drives today’s barbers, it’s time to put that insight into action. A strong employer brand — one that reflects your values, team culture, and growth opportunities — is essential to modern barber recruitment strategies. The goal is to make your shop the one barbers want to work for. 

Today’s barbers are looking for more than a chair in a shop; they’re looking for a community. Your employer brand should reflect the culture that sets yours apart, both in-person and online. 

The easiest way to craft an attractive culture is to use social media to highlight the personality of your team. Show off the camaraderie, creativity, and fun that happens behind the scenes. Something as simple as a “Barber of the Month” spotlight on Instagram can help humanize your brand and celebrate individual team contributions. 

You can also try these ideas to build and showcase your employer brand: 

A barber-friendly brand is one that feels authentic, transparent, and aligned with what today’s barbers are truly seeking.

A great job post doesn’t simply list duties, it sells the experience of working at your shop and becoming part of your community. 

To create an appealing job listing, be sure to emphasize career growth, work-life balance, and benefits like health coverage, paid education, or schedule flexibility. Mention guest perks, too. If your shop makes it easy for clients to book online — like 75% of appointments booked at top-earning barbershops — that efficiency can help barbers build a loyal clientele faster. 

Likewise, use storytelling to your advantage. Briefly share a real example of how a current barber leveled up, built a strong client base, or hit new income milestones after joining your team. 

Other tips for drafting more compelling job listings include: 

Whether you’re looking to scale quickly or simply fill one key role, mastering how to hire barbers starts with being a place they’re proud to call home. But that kind of pride doesn’t just come from within — it’s reflected in what others say about you, too.  

Barbers often rely on reviews, referrals, and a business’s reputation to decide where they want to set up shop. Positive guest experiences can lead to glowing online reviews and word-of-mouth buzz that position your business as a top contender for their skills.  

Beyond your online reputation, build relationships with local barber schools and training programs to keep your pipeline strong. Offering shadowing opportunities or internships can introduce your business to up-and-coming talent early on. 

Hiring barbers is only the beginning. After an offer letter is signed, the next step is to give them the support and structure they need to thrive. A thoughtful, well-paced onboarding experience is essential, not only for retention but also for creating consistency across your locations. 

Once new hires join your team, it’s time to bring them up to speed and get them excited to be there. A strong onboarding program should go beyond the basic policies and procedures covered in the barbershop hiring process. 

First, introduce barbers to your shop’s culture, expectations, and service standards. Assign a mentor or experienced team member to guide new hires through their first few weeks, creating a sense of support and belonging. 

Generally speaking, a barbershop onboarding process might include: 

This kind of structure builds confidence and helps barbers start strong from day one. 

There’s a reason why top-earning barbershops boast average ticket sizes that are almost $10 more than median shops: they tend to offer more advanced techniques and treatments. Let your staff get a cut of that pie. 

Offer workshops, cover certification costs, or bring in guest educators to keep your team on the cutting edge. Encourage barbers to stay sharp on trends like beard sculpting, scalp care, or new finishing techniques. This kind of ongoing learning not only helps you retain barbers, it also builds a reputation that attracts ambitious talent. 

Technology isn’t reserved for front desk operations anymore. An all-in-one software solution can streamline the day for your barbers, too, from checking schedules and managing guest preferences to handling payments and rebooking. 

Train your team on how to use booking systems, guest management tools, and mobile checkouts so they can focus more on delivering great service and less on administrative tasks. 

To build lasting loyalty, you need to invest in your barbers’ day-to-day experiences. Here are three essential barbershop staff retention strategies that help top shops keep their teams engaged and inspired. 

One of the most direct ways to retain barbers is by offering a pay structure that matches their ambitions. Whether you go with a salary or commission model, it’s important to remain transparent and open to what works best for your team. 

Salary vs. commission:  

According to the latest data from the Bureau of Labor Statistics (BLS), the average barber earns $35,420 per year, with a median hourly wage of $18.73. But top shops go beyond base pay, offering performance-based incentives, profit-sharing, and other perks that motivate and reward. 

Equally as important: giving barbers the tools to track their earnings in real time with software like Zenoti.  

As Ray Spear, General Manager at Modern Male Barbershop, explains:

That kind of clarity builds trust — and makes performance feel personal. 

A supportive culture makes all the difference when it comes to barber retention. Foster team camaraderie through events, small celebrations, or peer recognition. Regular one-on-one check-ins and open feedback loops give staff space to grow and show you’re invested in their success. 

Creating a supportive culture also means looking out for your team’s mental health. Encourage work-life balance, offer mental health resources, and create booking schedules that support sustainability to drive barber retention. 

Keep in mind that even top-earning barbershops aren’t booked solid — they operate at around 84% staff utilization. Most owners aim for 80 to 85% to leave space for walk-ins, accommodate last-minute requests from loyal clients, and give barbers some breathing room to recharge between appointments.  

Push staff utilization too close to 100%, and barbers can quickly burnout from back-to-back bookings without a break. It's wise to use employee management software to monitor schedules and maintain healthy workloads across your team. A little balance goes a long way toward ultimate barbershop employee retention. 

High-performing shops don’t just fill chairs; they forge careers. Barbers want to see a future in your shop, not a temporary job. If you’re serious about barbershop employee retention, offering clear advancement opportunities can turn short-term roles into long-term success. 

Help your barbers envision their next step. Whether they’re just starting out or already seasoned pros, development opportunities show that you’re invested in their careers. 

Advancement opportunities to consider include: 

For barbers with entrepreneurial ambitions, consider offering a path to partial ownership. Whether it’s profit sharing or investing in a future location, creating buy-in (literally) can lead to stronger commitment. 

Some high-performing shops also explore franchising options with barbers who’ve demonstrated loyalty, leadership, and a solid client base. 

Your barbers are building their reputations alongside your brand — so why not help them shine? 

Supporting personal branding efforts shows trust and sets your shop apart. That could mean promoting their specialties on social media, helping them grow their personal client base, or giving them tools to stay connected with regular guests. 

One way to do this is through targeted outreach. With software like Zenoti, barbershops can stay top-of-mind by sending automated emails and texts to their guests, such as appointment reminders, service updates, or rebooking incentives.  

It’s an easy, consistent way for barbers to build loyalty and visibility without taking time away from their chair, all while powering up your barbershop staff retention strategies. 

Finding (and keeping) the right team takes more than luck. From refining your barber hiring tips to building career paths and fostering a culture of trust, every decision shapes your shop’s future. 

The key to successful barbershop management? Putting your people first with clear onboarding, growth opportunities, and tools that let them do what they love without admin overload. 

That’s where the right barbershop management software comes in. 

By streamlining operations behind the scenes, all-in-one software can empower barbers to focus on what matters most: creative freedom, career growth, and thriving in a workplace that truly supports them.

Discover how Zenoti can help you maintain a high-performing barbershop.