Thriving Stylist Podcast #408 — Hybrid Salon Success Strategies

Host: Britt Seva
Date: October 20, 2025

Episode Overview

In this episode, Britt Seva dives deep into the evolving landscape of the hybrid salon business model — a setup where both booth renters (independent stylists) and employees operate under the same salon roof. Responding to listener Emily’s thoughtful question, Britt explores the challenges and advantages of managing a hybrid model, including branding, booking systems, client communication, team culture, and how to set up structures that support both booth renters and employees fairly and profitably.

Key Discussion Points & Insights

1. The Industry’s Shift Toward Hybrid Salons

Timestamp: 01:53 – 07:22

• Historical Shift: Ten years ago, the trend was primarily employee-based salons adding booth rental to keep talented stylists seeking independence. Now, many booth rental salons are adopting employee models, highlighting the cyclical nature of the industry.
  • "Being a business owner is hard. It's a lot of work, it's expensive, it's a lot of pressure. The workday doesn't stop when the last client walks out the door." — Britt (04:13)
• Many stylists are moving back toward employment for stability, culture, and less pressure, reversing the earlier drive for total independence.

2. Listener Question — Challenges in Hybrid Salons

Timestamp: 07:23 – 11:49

• Listener Emily asks about:
  • Differentiating employees from booth renters in branding and online presence
  • Booking system logistics and fairness
  • Managing client confusion and retention
  • Balancing team culture and perks amid mixed employment types
• Britt praises Emily's leadership mindset and dissects the questions:
  • "Fair is an F word to me. I look more at what makes financial sense for the arrangement that everybody's working in." — Britt (10:01)

3. Commonalities That Build Salon Culture

Timestamp: 11:50 – 18:33

• Culture is the Core: Retention is driven by a positive culture — shared values, respect, professional alignment — even more than by compensation.
  • "Almost always, it comes down to culture and stylists wanting to love the people they work beside...Feel very well respected, feel like they work with a group of people who share the same beliefs and drive." — Britt (13:48)
• Personal presentation and values alignment matter—regardless of employment status.
• Website Presence: All stylists (employed or booth rental) should be shown on the salon website to foster cohesion and clarity for clients.
  • Have a notation (e.g., “Independent Stylist”) on profiles for booth renters, with direct contact methods clearly listed.

4. Amenities, Perks, and Team Unity

Timestamp: 18:34 – 23:41

• All team members should have access to amenities (snacks, drinks, social events) to avoid friction and confusion.
  • "Everybody in the building gets to use the amenities. If you want to bake that into the cost of the rent, that's great. Everybody who's on the team can use those kind of things." — Britt (20:44)
• Social/bonding events and most educational opportunities should be open to the whole team.
• Exclusive Perks: It’s appropriate to offer certain benefits (e.g., high-value exclusive education, bonus programs) to employees alone, highlighting the advantages of employment without causing unnecessary division.

5. Booking Systems — Split for Compliance and Clarity

Timestamp: 23:42 – 28:50

• Legal Compliance: Shared booking systems between employees and booth renters can create legal risk, threatening the salon's independent contractor status.
  • "Having a shared booking system to me is like red flag number one. I would never do it. If somebody is independent in your building, I do strongly believe they have to have their own booking system." — Britt (26:02)
• Each independent stylist should manage their own bookings. Owners may still refer clients, promote renters, and link to their calendar, but must not control their schedules.

6. Prioritizing Employees for Growth & Bookings

Timestamp: 28:51 – 32:35

• Salon owners are responsible first to their employees, who depend on them for growth and stability. Renters opted for independence and should be supported, but not prioritized over employees regarding salon-sourced clients.
  • "Salon owners, you owe it to your employees to build them up first. Employees are like business partners. You all are in it together." — Britt (29:28)
• Employee compensation structures can be designed so that both employees and the owner thrive, removing the old belief that independence always pays more.

7. Communication, Agreements, and Problem-Solving

Timestamp: 32:36 – End

• Owners should have clear agreements with renters for handling bookings, complaints, and client communications.
• Renters must clarify booking, communication, and policies directly with their clients.
  • "If Mark makes a mistake and his client calls and you're fielding this, you need to have an agreement with Mark... what do you want me to do? Do you want me to have them email you, text you, call you?" — Britt (34:43)
• Ultimately, successful hybrid salons hinge on open communication, defined systems, and a culture of respect.

Notable Quotes & Memorable Moments

• [04:13] "Being a business owner is hard. It's a lot of work, it's expensive, it's a lot of pressure. The workday doesn't stop when the last client walks out the door." — Britt
• [10:01] "Fair is an F word to me. I look more at what makes financial sense for the arrangement that everybody's working in." — Britt
• [13:48] "Almost always, it comes down to culture and stylists wanting to love the people they work beside...Feel very well respected, feel like they work with a group of people who share the same beliefs and drive." — Britt
• [20:44] "Everybody in the building gets to use the amenities. If you want to bake that into the cost of the rent, that's great." — Britt
• [26:02] "Having a shared booking system to me is like red flag number one. I would never do it." — Britt
• [29:28] "Salon owners, you owe it to your employees to build them up first. Employees are like business partners. You all are in it together." — Britt
• [34:43] "If Mark makes a mistake and his client calls and you're fielding this, you need to have an agreement with Mark... what do you want me to do?" — Britt

Timestamps for Key Segments

• 01:53 — The shift from employee vs. rental trends; why hybrid salons are growing
• 07:23 — Listener Emily’s detailed question about hybrid challenges
• 11:50 — The pillars of positive salon culture
• 18:34 — Building unity: sharing amenities and event participation
• 23:42 — Booking system perils: Why separation matters
• 28:51 — Prioritizing employees in hybrid models
• 32:36 — Agreements, client communication, and operational clarity

Takeaways for Salon Owners & Stylists

• Embrace and nurture culture — it’s key for recruitment, retention, and happiness.
• Clearly distinguish between employees and booth renters on your website, but present everyone as part of the team.
• Legally and functionally, keep booking systems separate for renters and employees.
• Employees should be prioritized for internal business growth. Structure perks to make employment attractive.
• Transparent communication, expectations, and agreements are essential for hybrid success.

If you have more questions about running or thriving in a hybrid salon model, leave Britt a review with your query — she’s always open for follow-up advice.