BUILD 
YOUR BEAUTY DREAM TEAM

A blueprint for salon owners and leaders who are ready to stop “hustling” and competing for new team members -- and instead, create an irresistible culture that has the right team members lining up to join your work family. 

BUILD 
YOUR BEAUTY
DREAM TEAM

A blueprint for salon owners and leaders who are ready to stop “hustling” and competing for new team members -- and instead, create an irresistible culture that has the right team members lining up to join your work family. 

Your business is your baby.

And no one — NO ONE — cares about it more than you.
Which is exactly what makes it so dang rewarding…and so. freaking. hard. to find (and keep) the right team members.

You’ve been in business long enough to realize that the key to growing and scaling your salon business is getting the right team in place. 

You’ve also been in the industry long enough to realize that today’s up-and-coming talent has an entirely new set of expectations when it comes to choosing a place to work. 
More and more stylists are either being recruited by bigger brands or going the booth rental route. It seems impossible to compete. 

The truth is, more often than not, the job ads you put out into the world lead to a small trickle of applications that, truth be told, don’t necessarily inspire confidence or make you believe they’re the perfect fit for you.  
And when it finally does feel like just when it seems like you’ve got the right people in place and you’re on track to meet those revenue numbers, someone up and quits, or worse, simply stops showing up to work.  

Then it’s back to square one while you scramble to fill that empty chair. 

Your business is your baby.

And no one — NO ONE — cares about it more than you.
Which is exactly what makes it so dang rewarding…and so. freaking. hard. to find (and keep) the right team members.
You’ve been in business long enough to realize that the key to growing and scaling your salon business is getting the right team in place. 

You’ve also been in the industry long enough to realize that today’s up-and-coming talent has an entirely new set of expectations when it comes to choosing a place to work. More and more stylists are either being recruited by bigger brands or going the booth rental route. It seems impossible to compete. 

The truth is, more often than not, the job ads you put out into the world lead to a small trickle of applications that, truth be told, don’t necessarily inspire confidence or make you believe they’re the perfect fit for you.  

And when it finally does feel like just when it seems like you’ve got the right people in place and you’re on track to meet those revenue numbers, someone up and quits, or worse, simply stops showing up to work.  

Then it’s back to square one while you scramble to fill that empty chair. 

YOU’RE NOT ALONE.

Finding staff is one of the #1 challenges most salon owners and leaders face. Followed closely by keeping staff. The beauty industry has long been 
plagued by high employee turnover 
(in fact, stylists stay on staff for an average of 2.8 years). 
Attend any industry conference and you’ll hear the same refrains over and over again.

YOU’RE NOT ALONE.

Finding staff is one of the #1 challenges most salon owners and leaders face. The beauty industry has long been plagued by high employee turnover (in fact, stylists stay on staff for an average of 2.8 years). 
Attend any industry conference and you’ll hear the same refrains over and over again.
I just can’t find good people, the schools don’t work for me.
I don’t have enough time.


I train them and they leave to do their own thing/
booth rental.
I just can’t find good people, the schools don’t work for me
I train them and they leave to do their own thing/booth rental.
I don’t have enough time.

Sound familiar?

Sound familiar?

When it comes to recruiting top talent, you’ve heard all the advice…
  • Visit Cosmetology schools
  • Engage with talent on social media
  • Do more video
  • Start a referral program
  • Go to career fairs
You’ve been there, tried that, and it’s not working. As far as you’re concerned…
  • It all just takes too much time you simply don’t have
  • Visiting schools hasn’t worked for you
  • No matter how much team building you try to do, at the end of the day, any stylist, esthetician, or therapist you bring on is going to do what’s in their best interest
So you throw up your hands, stay focused on growing your current team, and put “Recruiting Strategy” on the backburner. You’ll worry about hiring when someone leaves, right? The right person is bound to appear.

No one can blame you for
feeling like this.

Our industry has undergone a massive shift over 
the last decade.
From emerging technology, to new generations entering the workforce, the way today’s beauty professionals approach every aspect of their career has changed drastically.
It’s led to a massive disruption in our space and the perception that there’s a “Staffing Shortage.”
But the challenge is not that there’s a shortage of worthy talent or that today's talent are “lazy” millennials or Gen Z (the truth is, there’s never been more qualified talent out there).  It’s that we as an industry — and you as a business owner — must evolve to meet the needs of today’s savvy, discerning workforce. 
Hi, I'm

Stefanie Fox Jackson

I understand this challenge on a deeply personal and professional level.
As a veteran salon owner, educator, speaker, and recruitment marketing expert, I’ve spent the past decade studying this disruption to figure out how we bridge the talent gap.
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This “staffing shortage” and lack 
of great talent is the #1 topic of conversation at every industry event I’m invited to speak at.
There’s a not-so-quiet general assumption that 
lazy, self-entitled “millennials” or the interview ghosting Gen Z'ers are the ones to blame for this (they simply don’t have the same work ethic as previous generations…right?).
The truth is, there’s not a shred of data to back up this theory (and as Gen Z has entered the industry we now see the blame shifting to them).
As a millennial myself, a salon owner for almost a decade, and in the industry for 17 years, I’ve been obsessed with figuring out the true answer to this. 
For years, I felt the resentment and guilt associated with 
leading a team that simply didn’t feel as connected to 
my vision or as invested in my business as I was. Other 
salon and spa owners felt it too.
But the general consensus across our industry I kept 
running into was, “Well, this is just how it is.”
When it comes to recruiting top talent, you’ve heard all the advice…
  • Visit Cosmetology schools
  • Engage with talent on social media
  • Do more video
  • Start a referral program
  • Go to career fairs
You’ve been there, tried that, and it’s not working. As far as you’re concerned…
  • It all just takes too much time you simply don’t have
  • Visiting schools hasn’t worked for you
  • No matter how much team building you try to do, at the end of the day, any stylist, esthetician, or therapist you bring on is going to do what’s in their best interest. 
So you throw up your hands, stay focused on growing your current team, and put “Recruiting Strategy” on the backburner. You’ll worry about hiring when someone leaves, right? The right person is bound to appear.

No one can blame you for feeling like this.

Our industry has undergone a massive shift over 
the last decade.
From emerging technology, to new generations entering the workforce, the way today’s beauty professionals approach every aspect of their career has changed drastically.
It’s led to a massive disruption in our space and the perception that there’s a “Staffing Shortage.”
But the challenge is not that there’s a shortage of worthy talent or that millennials are “lazy”  (the truth is, there’s never been more qualified talent out there).  It’s that we as an industry — and you as a business owner — must evolve to meet the needs of today’s savvy, discerning workforce. 
This “staffing shortage” and lack of great talent is the #1 topic of conversation at every industry event I’m invited to speak at.
There’s a not-so-quiet general assumption that lazy, self-entitled “millennials” are the ones to blame for this (they simply don’t have the same work ethic as previous generations…right?).
The truth is, there’s not a shred of data to back up this theory (and as GenZ begins to move into the industry, you’ll see how the blame will soon shift to them).
As a salon owner for almost 8 years and in the industry for 17 years, I’ve been obsessed with figuring out the true answer to this. 
For years, I felt the resentment and guilt associated with leading a team that simply didn’t feel as connected to  my vision or as invested in my business as I was. Other salon and spa owners felt it too. 
But the general consensus across our industry I kept running into was, “Well, this is just how it is.”

I’ve made it my 
personal mission to step 
up and challenge that.

Since no one was conducting research directly with the workforce, specific to our industry, I took matters into my own hands and began surveying beauty professionals of all ages.
Through carefully crafted questions, I began digging into the psychology behind why people come and go from their jobs. More specifically, I wanted to understand how the technological advances they have experienced have shaped them and the decisions they make.
 

I’ve made it my 
personal mission to step up and challenge that.

Since no one was conducting research on this that was specific to our industry, I took matters into my own hands and began surveying beauty professionals of all ages.
Through carefully crafted questions, I began digging into the psychology behind why people come and go from their jobs.. More specifically, I wanted to understand how the technological advances they have experienced have shaped them and the decisions they make.

Here’s the earth-shattering truth I found:

The talent gap we are experiencing — the struggle 
to find and keep talent long term — is not generational.

It is human. 

Here’s the earth-shattering truth I found:

The talent gap we are experiencing — the struggle 
to find and keep talent long term — is not generational.

It is human. 

I use data I’ve uncovered to help beauty business owners and leaders 
like you and me uncover what I call their Salon Culture Archetype™ 
(it’s like a personality test for your culture) and it’s designed to help 
you attract, hire, and retain a team who are the right fit for you.
My Salon Culture Archetype™ assessment empowers you to cultivate 
the kind of culture and team environment that feels 100% true to you, 
and 100% magnetic to the right job candidate. It helps salon owners and leaders like you get crystal clear on who you are and the story you have 
to tell that would compel someone else to want to work with you. 

I call this data and story-driven style of recruitment marketing B2E 
(Business to Employee) marketing, and it doesn’t end when you 
hire someone. 
I use data I’ve uncovered to help beauty business owners and leaders 
like you and me uncover what I call their Salon Culture Archetype™ (it’s like a personality test for your culture) and it’s designed to help you attract, hire, and retain a team who are the right fit for you.
My Salon Culture Archetype™ assessment empowers you to cultivate the kind of culture and team environment that feels 100% true to you, and 100% magnetic to the right job candidate. It helps salon owners and leaders like you get crystal clear on who you are and the story you have to tell that would compel someone else to want to work with you. 

I call this data and story-driven style of recruitment marketing B2E (Business to Employee) marketing, and it doesn’t end when you hire someone. 

Here's what they say

Here's what they say

“Working with Stefanie is like taking a breath of fresh air. She has helped my team work through roadblocks that were holding them back personally and professionally. We love working with her to help us build our team!”

Jennifer Baudier
Bella Style Salon


“Working with Stefanie is a wonderful blend of having to stretch out of one’s comfort zone while feeling safe and encouraged! Stefanie meets everyone she works with where they are at, creates a safe space for exploration and learning and encourages constant improvement."

Charnie Benson
Douglas J Companies
“Working with Stefanie has allowed my business to grow because of her leadership and ability to help me understand the bigger picture. She has a knack for seeing how things all comes together Which helped me elevate my business.”

Amanda Olusanya
James Irving Grooming Salon


Based on real industry numbers and staffing results fellow salon owners and I are seeing, there has never been MORE amazing talent out there.

So what gets in the way of attracting that talent? Some really easy mistakes we have all made:
  • Not being clear on what makes you different...really different
  • Being reactive instead of proactive (aka only hiring when there’s an immediate need)
  • Doing what everyone else is doing
  • Relying on team member referrals
  • Taking too long to get back to interested candidates
  • Posting on social media ONLY when you have an opening
  • Not getting clear on what kind of team member is the right fit
“Working with Stefanie is like taking a breath of fresh air. She has helped my team work through roadblocks that were holding them back personally and professionally. We love working with her to help us build our team!”

Jennifer Baudier
Bella Style Salon
“Working with Stefanie is a wonderful blend of having to stretch out of one’s comfort zone while feeling safe and encouraged! Stefanie meets everyone she works with where they are at, creates a safe space for exploration and learning and encourages constant improvement."

Charnie Benson
Douglas J Companies
“Working with Stefanie has allowed my business to grow because of her leadership and ability to help me understand the bigger picture. She has a knack for seeing how things all comes together Which helped me elevate my business.”

Amanda Olusanya
James Irving Grooming Salon

Based on real industry numbers and staffing results fellow salon owners and I are seeing, there has never been MORE amazing talent out there.

So what gets in the way of attracting that talent? Some really easy mistakes we have all made:
  • Not being clear on what makes you different...really different
  • Being reactive instead of proactive (aka only hiring when there’s an immediate need)
  • Doing what everyone else is doing
  • Relying on team member referrals
  • Taking too long to get back to interested candidates
  • Posting on social media ONLY when you have an opening
  • Not getting clear on what kind of team member is the right fit

But the deadliest 
mistake of all? 

Assuming there aren’t good people because the right person doesn’t “magically” submit their resume and job application…without having a process in place to get in front of, attract, and properly nurture that ideal dream candidate.

But the deadliest 
mistake of all? 

Assuming there aren’t good people because the right person doesn’t “magically” submit their resume and job application…without having a process in place to get in front of, attract, and properly nurture that ideal dream candidate.

My questions to salon owners 
are always the same.

Do you have an established brand story and vision that lets you get your brand in front of the right people?
Are you crystal clear 
on your Salon Culture Archetype™?

How long did it take you to respond to applicants and interviewees?

Do you know how to 
identify the right 
candidate?

Do you help potential candidates understand whether your salon is the right fit for them?
What’s your onboarding process like?


My questions to salon owners are always the same.

Do you have an established brand story and vision that lets you get your brand in front of the right people?
Are you crystal clear 
on your Salon Culture Archetype™?
How long did it take you to respond to applicants and interviewees?

Do you know how to 
identify the right candidate?
Do you help potential candidates understand whether your salon is the right fit for them?
What’s your onboarding process like?
Imagine having so many people waiting to work in your business, that you could confidently 
lead your business the way you envision and without compromise. 
When asked how he’s developed such a strong reputation and manages several locations 
with minimal turnover, Van Council’s response was simple:

“I hire people who fit our 
values and turn them into 
guardians of our culture.”

Imagine having so many people waiting to work in your business, that you could confidently lead your business the way you envision and without compromise. 
When asked how he’s developed such a strong reputation and manages several locations with minimal turnover, Van Council’s response was simple:

“Our culture is so strong, that there is no need for fear.”

What’s missing from your business is not more hustle or last-minute, desperate hiring moves. It’s a simple Staff Attraction Strategy based on your unique Salon Culture Archetype™ that helps you attract a pool of candidates on autopilot (and turn 
them into raving, loyal team members).

It starts with cultivating your irresistible culture that constantly attracts 
candidates…and it ends with you having a team that truly feels like family and 
a profitable, growing beauty business.

What’s missing from your business is not more hustle or last-minute, desperate hiring moves. It’s a simple Staff Attraction Strategy based on your unique Salon Culture Archetype™ that helps you attract a pool of candidates on autopilot (and turn 
them into raving, loyal team members).

It starts with cultivating your irresistible culture that constantly attracts candidates…and it ends with you having a team that truly feels like family and a profitable, growing beauty business.
INTRODUCING: 

THE BUILD YOUR 
DREAM TEAM 
BLUEPRINT

Everything salon owners and leaders need to create a magnetic 
culture that attracts and keeps top talent.

HERE’S WHAT’S INSIDE

This is the time to finally get clear on exactly what you want to create in your business. 
You’ll have access to 6 video modules you can watch on your own schedule. You’ll use 
the visual planners, cheat sheets, leadership exercises, and more to get clear on how to 
find THE perfect people for your culture.

MODULE 1: DESIGNING YOUR DREAM CULTURE

Before you create a job description and start scheduling interviews, we’ve got to get crystal clear on a few things, beginning with your growth goals and company culture. In order to create a talent recruitment strategy that helps you build your dream beauty business, we need to start with the end in mind. 
By the end of this module, you’ll have created your ideal growth timeline, and you’ll have a clear understanding of why building the right team culture is absolutely critical when it comes to attracting the right people.

We’ll dive into:

  • Getting clear on your business vision and setting your business growth plan (hint: it’s not JUST about revenue)
  • Getting realigned with your core values (are you living them or are they just words? Is the team living them?)
  • Creating your value statement, and connecting behaviors to those values (so they don’t just become statements printed on your break room wall)
  • Setting key revenue milestones for hiring, so you know exactly when to hire without overspending or missing out on productivity increases
  • What it really costs to hire and onboard a new team member (so you can budget accordingly)
  • The elements that make up your team culture
  • How to implement a Salon Culture Archetype™, so you now can begin to uncover your culture story and create a recruitment strategy around that

We’ll use the following tools:

  • Strategic Growth Calculator, so you can quickly understand when you can afford to hire and how much it costs
  • Culture Assessment Toolkit, your plug-and-play Salon Culture Archetype Assessment , with guided video instructions on how to get your team to take it
  • Salon Culture Workbook, to be completed as you go through the course. This will serve as the beginning of your Team Culture Handbook

MODULE 2: AUDITING YOUR CULTURE: Bridging the Gap Between Where You Are and Where You Want Your Culture to Be

In order to create a culture that will deliver the results you want, we have to be open to feedback. You may feel pretty confident that you know how your team feels and how they perceive your culture and leadership style. But it’s time to hold up the mirror, listen to your team’s truthful feedback, and move forward with an open mind and heart.
In this module, I’ll walk you through how to analyze the results of your Salon Culture Archetype™ and what to do with the information.

We’ll dive into:

  • How to analyze the results of your Salon Culture Archetype™
  • Key things to look for as you read responses
  • Discovering your Salon Culture Archetype™ based on your survey results (and what to do with it)
  • Uncovering the gaps between how you want your team to feel and how they really feel so that you can proactively deal with small issues that could lead to losing great staff
  • How your Salon Culture Archetype™ highlights your brand super powers so that you can use them to attract people who align with yourself

We’ll use the following tools:

  • Culture Audit Template, a plug-and-play guide to documenting and organizing your survey results and turning them into a game plan for going forward

MODULE 3: YOUR CULTURE STORY AUDIT: Do Potential New Hires Know About You and Your Story?

Pour yourself a glass of coffee, tea, or kombucha…it’s time to sit down, step into your potential new hire’s shoes, and Google your business. When the perfect recruit looks you up or stumbles on your brand’s Instagram or Facebook page, are they instantly putting your salon at the top of their wish list? Does the brand image and messaging they see on social media and beyond reflect your true culture and brand personality?
In this module, we’ll uncover your brand’s digital footprint so you can see:
  • What other people are seeing when they interact with your brand online
  • How easy you are to find, and
  • Where you’re NOT showing up, even though you should be

We’ll dive into:

  • The key things today’s beauty industry pros are looking for in an employer when they research online
  • How to audit your online presence to make it match your in-salon culture
  • The 3 most critical things to include in your social media bios, calls to action, and more
  • How to choose the right profile photo and cover images for social media (most salons miss this)
  • Where you’re showing up online (and where you’re not, but should be)
  • Case studies of brands that are crushing it with their online presence and what you can learn and apply to find your perfect talent
  • What might be showing up that you don’t like and how to address it

We’ll use the following tools:

  • The “First Impression” Audit, a template for capturing what you find and documenting what you need to change
  • The Ultimate Brand Presence Checklist that breaks down where you should be showing up online and what content you need to be posting

MODULE 4: CRAFTING YOUR CULTURE STORY: How to Share a Point of Difference that Attract the Right Talent

Now that you know how employees and online scrollers see you, it’s time to flip the script and rewrite the story. Inside this module, we’ll begin to give your current brand message a makeover. We’re going to get clear on what you want to be known for, what makes your salon different, and we’re going to put it all down on paper.
By the end of this module, you’ll have a brand story and a message that reignites your passion and reminds you of why you started this business in the first place. More important, it’s a story that will breathe new life into your team culture as you start living it every day.
We’ll continue to view your business from the lens of a future employee, so we can accurately communicate who you are and why they should join your team. Not only will this exercise build a stronger bond with your current team, but it will also ensure you’re attracting the right stylists, aestheticians, and administrative staff.

We’ll dive into:

  • Getting clear on your unique value proposition (aka what you want to be known for)
  • Clarifying your marketing message and brand positioning for your staff
  • The “Future Employee” exercise that will change the way you communicate about your salon and instantly make you stand out
  • Writing your irresistible story that draws the top talent to your salon

We’ll use the following tools:

  • Building Blocks of a Salon Story Template + Examples, so you can create your own irresistible salon story and see examples from other salons to inspire yours

MODULE 5: PUTTING YOUR CULTURE STORY OUT THERE TO ATTRACT AN ABUNDANCE OF APPLICANTS

It’s time to put yourself out there, so you can begin to attract the right people to your team. In this module, we’ll create your recruiting content marketing strategy. I’ll guide you through developing a strategic plan around where to tell your story, what format (blog posts, social media posts, etc.), and how to delegate it within your organization.
We’ll also revamp your Cosmetology School Recruiting Strategy (even if you’ve tried before and it hasn’t worked for you).

We’ll dive into:

  • Your core content pillars (aka the things you want to be known for)
  • Creating your Culture Storytelling content calendar (aka what to say and where and when to say it)
  • The simple daily engagement trick you should be doing on Instagram to start building relationships with potential future employees on Instagram
  • How to create the ultimate Cosmetology School Recruitment Strategy (and why your past attempts at recruiting cosmetology students may have failed)
  • The strategy I’ve used over and over again to consistently attract and hire amazing cosmetology students

We’ll use the following tools:

  • Culture Storytelling Content Marketing Calendar, a plug-and-play template so you know what, when, and where to share
  • Culture Story Recruiting from Beauty Schools Toolkit, everything you need to walk into a Cosmetology School and leave with a handful of students who can’t wait to work with you

MODULE 6: THE DREAM TEAM TEAM BUILDING PROCESS

You’ve created a brand presence and culture so magnetic, your dream team can’t wait to apply. Now it’s time to let them know you’re hiring. In this module, we’ll create hiring and onboarding systems that run like clockwork, from writing the perfect job description to keeping them happy once they’re on board.

We’ll dive into:

  • Crafting the perfect “I have to land a job at this salon!” job description
  • The secret to writing interview questions that reflect your values
  • The little-known interview techniques that will help you and your interviewee know whether it’s the right fit
  • My “Is This a Match?” Checklist to help you weed out the wrong applicants and bring in the right ones
  • How to make sure you and your team are truly living the story you put out into the world
  • How to onboard your new hire with culture in mind to set them up for success

We’ll use the following tools:

  • Match Making Toolkit, complete with your job description template, interview questions, and interview best practices
  • The Ultimate Culture Story Onboarding Checklist that puts culture first
  • Your Culture Story Maintenance Plan, complete with real-life examples and a template to make your own

PLUS, these bonuses when you join now…

PLUS, these bonuses when you join now…

Bonus 1

Access to a Private Facebook Group

a members-only community where you can share your progress, get accountability, and get direct access to me

Bonus 2

Monthly Live Q&A Calls with Stefanie

so that you can get unstuck in a matter of minutes and maintain your momentum right until the end

Bonus 3

Creating Your Culture for Retention

the ultimate guide to keeping your culture top of mind, so your dream team (and their client book!) stays with you for the long haul

Bonus 4

Social Media Best Practices for Salon Recruitment

tools and tech for the posts you need, plus examples

THAT’S A LOT OF VALUE! NEED A RECAP?
HERE’S EVERYTHING INCLUDED IN

THE BUILD YOUR 
DREAM TEAM 
BLUEPRINT

THE BUILD YOUR 
DREAM TEAM 
BLUEPRINT

6 VIDEO TEACHING SESSIONS TOOLS, WORKSHEETS, GUIDES, + SCRIPTS 

  • Strategic Growth Calculator, so you can quickly understand when you can afford to hire and how much it costs
  • Culture Assessment Toolkit, your plug-and-play Salon Culture Archetype Assessment, with guided video instructions on how to get your team to take it
  • Salon Culture Workbook, to be completed as you go through the course. This will serve as the beginning of your Team Culture Handbook. 
  • Culture Audit Template, a plug-and-play guide to documenting and organizing your survey results and turning them into a game plan for going forward
  • The “First Impression” Audit, a template for capturing what you find and documenting what you need to change
  • The Ultimate Brand Presence Checklist that breaks down where you should be showing up online
  • Building Blocks of a Salon Story Template + Examples, so you can create your own irresistible Salon Story and see examples from other salons to inspire yours
  • Culture Storytelling Content Marketing Calendar, a plug-and-play template so you know what, when, and where to share 
  • Culture Story Recruiting from Beauty Schools Toolkit, everything you need to walk into a Cosmetology School and leave with a handful of students who can’t wait to work with you
  • Match Making Toolkit, complete with your job description template, interview questions, and interview best practices
  • The Ultimate Culture Story Onboarding Checklist that puts culture first
  • Your Culture Story Maintenance Plan, complete with real-life examples and a template to make your own

PLUS, these bonuses:

Bonus 1

Access to a Private Facebook Group

a members-only community where you can share your progress, get accountability, and get direct access to me

Bonus 2

Monthly Live Q&A Calls with Stefanie

so that you can get unstuck in a matter of minutes and maintain your momentum right until the end

Bonus 3

Creating Your Culture for Retention

the ultimate guide to keeping your culture top of mind, so your dream team (and their client book!) stays with you for the long haul

Bonus 4

Social Media Best Practices for Salon Recruitment

tools and tech for the posts you need, plus examples

READY TO START BUILDING YOUR DREAM BEAUTY TEAM?

Your experience starts once you click the "Join Now" button below. Once you click the button below, you'll be taken to our secure checkout.
When you register, you'll receive an email confirming your registration. Your email will include instructions on how to access your learning portal on course opening day.
If you have any questions along the way, our Program Team is here to help you get access to the content and ensure you get the most out of the program.

READY TO START BUILDING YOUR DREAM BEAUTY TEAM?

Your experience starts once you click the "Join Now" button below. Once you click the button below, you'll be taken to our secure checkout.
When you register, you'll receive an email confirming your registration. Your email will include instructions on how to access your learning portal.
If you have any questions along the way, our Program Team is here to help you get access to the content and ensure you get the most out of the program.

Choose Your

THE BUILD YOUR 
DREAM TEAM BLUEPRINT

Experience

Best Value

$497 for salon owner + one manager
3 payments of $182
2 payments of $273
 100% safe and secure checkout.
Payment processed through secure gateway networks.

VIP Experience

Everything that’s included in the course PLUS private 90-day implementation group with three additional calls and direct feedback from Stefanie. Limited space.
One payment of $997
4 payments of $274
 100% safe and secure checkout.
Payment processed through secure gateway networks.

Best Value

$497 for salon owner + one manager
3 payments of $182
2 payments of $273
 100% safe and secure checkout.
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VIP Experience

Everything that’s included in the course PLUS private 90-day implementation group with three additional calls and direct feedback from Stefanie. Limited space.
One payment of $997
4 payments of $274
 100% safe and secure checkout.
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TRY THE BUILD YOUR DREAM TEAM BLUEPRINT FOR 30 DAYS WITH OUR  100% SATISFACTION GUARANTEE
As a salon owner myself, I’m as invested as you are in your business. I’m in the business of getting serious, life-changing results for agents like you.
I’m so sure that you’re going to FINALLY build your dream team that I’m offering this 30-day Guarantee.
By the end of these 30 days, you’ll have had time to go through the entire course. 
If at that point, you don’t feel totally confident that you’ll get results, simply reach out, show us you’ve put in the work, and we’ll refund you.
TRY THE BUILD YOUR DREAM TEAM BLUEPRINT FOR 30 DAYS WITH OUR  100% SATISFACTION GUARANTEE
As a salon owner myself, I’m as invested as you are in your business. I’m in the business of getting serious, life-changing results for agents like you.
I’m so sure that you’re going to FINALLY build your dream team that I’m offering this 30-day Guarantee.
By the end of these 30 days, you’ll have had time to go through the entire course. 
If at that point, you don’t feel totally confident that you’ll get results, simply reach out, show us you’ve put in the work, and we’ll refund you.
FREQUENTLY 
ASKED QUESTIONS
FREQUENTLY 
ASKED QUESTIONS
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Email us at stef@talentmatch.biz