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If you’ve ever searched “salon manager job description” online, you’ve probably come across dozens of identical templates.
Bullet points. Generic wording. No personality. And zero insight into what it actually takes to attract the right person for your salon.
Here’s the truth:
A job post isn’t just a list of tasks. It’s your first impression.
And if your post feels cold, outdated, or vague, the best candidates will scroll right past it.
Attracting a great salon manager isn’t just about listing duties like “manage schedules” or “handle inventory.” It’s about showing them what kind of salon they’re joining, how they’ll make an impact, and what it actually feels like to be part of your team.
If you’re hiring a salon manager and want more than just a warm body in the role—this guide is for you.
Before we dive into the templates, I highly recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It breaks down why most job descriptions fail and how to fix them—from tone and structure to candidate experience.
But if you’re ready to learn how to write a real salon manager job description that connects, converts, and sets your salon apart—keep reading.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What A Salon Manager Actually Does- Their Duties
So, what does a salon manager actually do?
Let’s skip the corporate jargon and keep it real.
A salon manager is the person who keeps the entire salon running smoothly. They manage staff schedules, make sure inventory is stocked, ensure clients are happy, and keep the day-to-day operations on track. But more than that—they set the tone for your salon.
They’re part leader, part problem-solver, part customer experience champion.
They deal with everything from hiring and training new stylists…
To calming a frustrated client…
To jumping in when someone’s running late…
To making sure your team is motivated, the energy is high, and your reputation stays strong.
In short?
They’re the heartbeat of the salon—balancing people, process, and performance to make sure every client leaves happy and every team member feels supported.
What A Salon Manager Actually Does- Their Duties
So, what does a salon manager actually do?
Let’s skip the corporate jargon and keep it real.
A salon manager is the person who keeps the entire salon running smoothly. They manage staff schedules, make sure inventory is stocked, ensure clients are happy, and keep the day-to-day operations on track. But more than that—they set the tone for your salon.
They’re part leader, part problem-solver, part customer experience champion.
They deal with everything from hiring and training new stylists…
To calming a frustrated client…
To jumping in when someone’s running late…
To making sure your team is motivated, the energy is high, and your reputation stays strong.
In short?
They’re the heartbeat of the salon—balancing people, process, and performance to make sure every client leaves happy and every team member feels supported.
Two Great Salon Manager Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Experienced Salon Manager Job Description
📌 Job Title: Salon Manager for Luxe Glow Hair Studio (Chicago, IL)
💼 Type: Full-Time | In-Salon Only
💰 Salary: $52,000–$60,000/year + Bonuses + Tips
🕒 Schedule: Tuesday–Saturday, 9am–6pm
🎥 A Quick Word from Our Team
Before you read further, meet the team you’ll be working with!
Watch this short Loom video from our salon founder sharing what we’re building at Luxe Glow, why this role matters, and what kind of person will thrive here.
About Us
At Luxe Glow Hair Studio, we’re not just about great hair—we’re about great energy. We’re a boutique salon in downtown Chicago known for creative color work, personalized styling, and a loyal client base that keeps growing. We believe in collaboration, not competition—and we’re looking for a salon manager who thrives in that kind of environment.
What You’ll Be Doing
You’ll oversee the day-to-day operations of the salon while supporting a team of talented stylists and keeping things running smoothly behind the scenes. Your main responsibilities will include:
- Managing stylist schedules and appointment flow
- Supporting hiring, onboarding, and performance check-ins
- Handling inventory and ordering supplies
- Ensuring client satisfaction and handling occasional complaints
- Driving team morale and maintaining a positive culture
- Managing payroll hours, vendor communication, and salon cleanliness
- Leading weekly team meetings and monthly goal reviews
Who We’re Looking For
- 2+ years of salon or spa management experience
- Strong leadership and conflict resolution skills
- Detail-oriented and highly organized
- Great with people—clients and team members alike
- Passionate about beauty, wellness, and service
- Comfortable with salon software and basic reporting
Perks & Benefits
- $52K–$60K base + performance bonuses
- Team-based tips (pooled for fairness)
- Monthly product allowance
- Paid time off + holidays
- Ongoing training and growth opportunities
- Quarterly team retreats and a genuinely fun, no-drama environment
How We Hire
We respect your time—and your talent.
That’s why we use WorkScreen.io to make sure every candidate is evaluated fairly based on real-world skills, not just a résumé. Once you apply, we’ll guide you through a simple evaluation and be in touch within a week. Apply here [insert application link]
🌱 Option 2: Salon Manager (Willing to Train the Right Person)
📌 Job Title: Salon Manager Trainee – Learn & Grow with Shine Hair Co. (Tampa, FL)
💼 Type: Full-Time | Entry-Level Welcome
💰 Pay: $19–$23/hr (Based on Experience)
🕒 Schedule: Tuesday–Saturday, 9am–5:30pm
🎥 Hear From the Shine Team
Want to get a feel for the salon before applying?
Watch this short video from our team where we walk you through our values, our day-to-day culture, and what makes Shine Hair Co. a special place to grow your career.
Join Our Mission
At Shine Hair Co., we’re building a different kind of salon—one that supports new talent and believes leadership can be developed, not just hired. We’re looking for someone with heart, hustle, and people skills who’s ready to step into a leadership role. Prior salon management experience is great—but not required. We’ll train the right person.
What You’ll Be Doing
- Supporting the daily flow of the salon
- Managing appointments, walk-ins, and team schedules
- Keeping inventory stocked and organized
- Greeting clients, handling basic inquiries, and stepping in when needed
- Learning to handle operations and support team leadership
You Might Be a Fit If…
- You have 1+ year of experience in a salon, spa, or retail setting
- You’re a natural leader (even if you haven’t had the title yet)
- You’re proactive, reliable, and love keeping things organized
- You enjoy helping people and building team culture
- You’re hungry to grow—and open to feedback
Why Join Shine Hair Co.?
- We train from within—your growth is our priority
- Paid hourly with tips + mentorship from experienced salon leaders
- Flexible paid time off + team bonding activities
- Warm, supportive team culture where everyone matters
- Growth path to full manager position within 6–12 months
How to Apply
Click below to apply through WorkScreen.io — a simple hiring platform that helps us focus on who you are and what you can do, not just your résumé. You’ll go through a short, fair evaluation process—and we’ll follow up with every applicant. Apply here [insert application link]
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These Salon Manager Job Posts Actually Work
These aren’t just better-looking job descriptions—they’re strategically designed to attract the right candidates, filter out the wrong ones, and build trust from the first line. Here’s why both versions stand out:
1. ✅ The Job Titles Are Clear, Specific, and Purposeful
Instead of vague titles like “Manager Needed” or “Salon Coordinator,” these posts use specific, human titles:
- “Salon Manager for Luxe Glow Hair Studio (Chicago, IL)”
- “Salon Manager Trainee – Learn & Grow with Shine Hair Co. (Tampa, FL)”
Why it works: These titles clarify what the role is, where it’s located, and why it matters—making it easier for the right candidates to self-identify and apply.
2. 🎥 Including a Team Video Adds Instant Trust
Both posts feature a Loom or team video at the top. This is rare—and powerful.
A hiring manager or founder sharing their vision on camera builds emotional connection and makes the company feel more real.
Why it works: Candidates want to know who they’ll work for. A video removes the facelessness that most job posts suffer from—and makes your post instantly more human and memorable.
3. 💬 The Openings Are Warm and Contextual
Instead of jumping straight into tasks, the posts begin with a brief mission-led intro:
- “We’re not just about great hair—we’re about great energy.”
- “We believe leadership can be developed, not just hired.”
Why it works: These statements instantly convey tone, values, and vision. They speak to emotionally intelligent, mission-driven applicants—not just anyone looking for a paycheck.
4. 💰 Transparent Salary Info Builds Trust
Both versions include clear pay ranges:
- One uses a yearly salary + bonus
- The other uses hourly pay with room for growth
Why it works: Top candidates respect transparency. Sharing salary details up front shows integrity and avoids wasting time—on both sides.
5. 🧭 The Responsibilities Show Impact, Not Just Tasks
Instead of robotic to-do lists, the duties in each post explain how the manager contributes to the salon’s success.
Phrases like “keep our operations running smoothly” or “support team morale” show the why behind each task.
Why it works: It helps candidates visualize themselves in the role, contributing to something bigger than just schedules and inventory.
6. 💡 The “Who We’re Looking For” Sections Are Clear and Human
Rather than vague qualifications, both posts describe the type of person who will thrive—with a mix of skills and soft traits.
Example:
- “Great with people—clients and team members alike”
- “You’re proactive, reliable, and love keeping things organized”
Why it works: This attracts people who match the spirit of the job, not just the résumé keywords.
7. 🧘 The Perks Are Tangible and Realistic
From team retreats to mentorship and product allowances, the perks aren’t fluffy—they’re grounded in what salon workers actually value.
Why it works: People want to know how you’ll support them. These benefits go beyond “health insurance” and speak to daily experience.
8. 🤝 The Hiring Process Respects the Candidate
Both posts explain exactly what happens next, and use WorkScreen.io to evaluate fairly.
Phrases like:
- “We respect your time—and your talent”
- “We’ll guide you through a simple evaluation and be in touch within a week”
Why it works: This shows maturity in your process. It reassures candidates they won’t be ghosted, and that their time is valued.
Example of a Bad Salon Manager Job Description (And Why It Fails)
Here’s what a typical outdated job post looks like—and why it falls flat.
❌ Bad Job Post Example
Job Title: Salon Manager
Company: Bella Hair & Beauty
Location: Miami, FL
Job Type: Full-Time
Deadline: June 15, 2025
Job Summary:
Bella Hair & Beauty is looking for an experienced salon manager to oversee daily operations. The candidate should have strong organizational skills and be able to supervise staff and manage inventory.
Key Responsibilities:
- Oversee day-to-day operations
- Manage stylist schedules
- Order and manage supplies
- Supervise team members
- Address customer concerns
Qualifications:
- Bachelor’s degree in business or related field
- 3–5 years of salon management experience
- Strong communication and leadership skills
How to Apply:
Interested applicants should email their résumé and cover letter to bellasalonjobs@gmail.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Short
1. The Job Title Is Too Generic
Just “Salon Manager” gives no clue about the type of salon, location context, or experience level.
🔍 Fix it by adding purpose and detail—like: “Salon Manager for High-End Color Studio in Miami.”
2. The Introduction Is Cold and Robotic
There’s no story, no energy, and no sense of what the salon stands for. It reads like it was pulled from a corporate template.
💡 Start with a real sentence about who you are and what kind of person you’re looking for.
3. No Mention of Culture, Mission, or Team
There’s zero insight into the vibe of the salon. Is it high-end? Family-run? Fast-paced? Collaborative? Candidates have no idea what they’re walking into.
💬 Culture is a hiring magnet. Without it, you attract generic applications—or none at all.
4. No Salary = Low Trust
Leaving out the pay range doesn’t make you flexible—it makes you look outdated or secretive.
💰 Even if you’re flexible, include a range. Transparency builds trust—and attracts serious candidates.
5. The Responsibilities Are Bare Minimum
“Manage stylist schedules” and “supervise team” are so vague they could apply to any manager role in any industry.
✍️ Translate tasks into outcomes. Instead of “manage schedules,” try “keep the appointment flow smooth so clients don’t wait and stylists stay on track.”
6. The Application Process Feels Cold
A generic email address and the phrase “only shortlisted candidates will be contacted” signals a bad experience ahead.
🚫 Great candidates want clarity, fairness, and a response. If you can’t offer that, they’ll go somewhere else.
7. No Perks or Growth Path Mentioned
There’s no reason given for why someone should choose you over the 10 other salons hiring nearby.
🌱 Even a simple note like “We promote from within” or “Our stylists earn team-based tips” gives people a reason to care.
Bottom Line:
This job post feels like a formality, not an opportunity.
It doesn’t inspire, it doesn’t connect—and it won’t attract the thoughtful, experienced salon manager you’re hoping for.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the structure, added a warm intro, and clearly described the role—it’s time to take things a step further. These bonus tips help build trust, show professionalism, and speak directly to what candidates care about most.
💬 Tip 1: Add a Friendly Privacy & Security Notice
Let candidates know your process is safe and respectful. You can include a short line like:
🔒 “We take the privacy and safety of every applicant seriously. We’ll never ask for payment, banking info, or any personal financial details during the hiring process.”
Why it works: In an age of hiring scams, this builds instant trust and shows you’re a professional operation.
🏖️ Tip 2: Mention Time Off or Flex Days (If You Offer Them)
This might seem small—but it’s one of the most searched-for perks.
🌿 “Enjoy up to 24 flex days off per year so you can recharge and come back stronger.”
Even if it’s just standard PTO, mention it! Candidates value work-life balance—and it makes you look more supportive.
🚀 Tip 3: Highlight Training & Growth Opportunities
Top candidates want to grow. If you offer mentorship, training, or a clear promotion path—even informally—say so.
💡 “We invest in your growth. You’ll get training, mentorship, and a clear path to a leadership role within 6–12 months.”
Why it works: It shows you care about the person, not just the position.
🎥 Tip 4: Embed a Video from the Team or Hiring Manager
Already included in your job posts—but worth calling out here again.
A short Loom or YouTube video builds connection fast. Candidates are far more likely to apply when they can see your energy, hear your voice, and feel your vibe.
📹 Use the video to share your mission, culture, and what kind of teammate you’re looking for. 60–90 seconds is perfect.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
🧠 Bonus Bonus: Mention How You Treat Candidates
This is one of the easiest ways to stand out.
🤝 “We reply to every applicant.”
❤️ “We believe candidates deserve clarity, so we always share updates.”
⏳ “We value your time—and we promise not to waste it.”
Why it works: These simple phrases separate you from 90% of employers who ghost people and treat hiring like a chore.
Should You Use AI to Write Job Descriptions?
It’s tempting, right?
You’re busy. You need to hire. And AI tools promise a quick fix—just enter a role, click “generate,” and boom: instant job post.
But here’s the truth:
AI can help—but only if you bring the insight.
❌ Why You Shouldn’t Rely on AI Alone
Tools like ChatGPT, Workable’s auto-descriptions, or Manatal’s built-in generators can save time—but if you don’t give them the right input, you’ll get generic, lifeless output.
Here’s what goes wrong when you use AI the wrong way:
- The job post sounds like it was written by a robot (because it was)
- It misses your tone, culture, and mission completely
- It attracts the wrong candidates—or none at all
- It reflects poorly on your brand, especially with top-tier applicants
🤖 A job post is often the first impression a candidate has of your business. Don’t let that impression be bland and forgettable.
✅ The Right Way to Use AI (With a Smarter Prompt)
AI is a great assistant, not a substitute. Use it to shape and polish, not to replace your thinking.
Here’s a simple framework to prompt AI effectively:
🧠 Provide the Right Context:
“Help me write a job post for a [Job Title] at [Company Name].
Our salon is located in [City], and we’re hiring to help with [Key Responsibilities].
Our culture is [Describe your culture in 1–2 lines].
The ideal candidate is someone who [List soft traits, values, or experience].
We offer [List salary range, perks, growth opportunities].
Here’s how our hiring process works: [Describe briefly].
I want the tone to be friendly, professional, and human—not corporate or robotic.”
✏️ Then Add Notes Like This:
“Here are a few rough notes I’ve written to get you started [paste your notes]
📌 Pro Tip:
You can even paste in one of the good job description examples from earlier in this guide and say:
“Make mine sound like this—but adapted to my salon’s voice and needs.”
💬 Final Word on AI
Used right, AI can help you:
- Save time
- Polish your tone
- Organize your structure
But if you just click “generate” and copy-paste…
Don’t be surprised when the best candidates scroll past.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Job Description You Can Post Today?
We get it—sometimes you need something fast.
Maybe you’ve already read this guide and understand what makes a great job post, but you still want a strong draft to start with.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach
✅ Option 1: Conversational Job Description Template (Culture-First)
📌 Job Title: Salon Manager for [Your Salon Name] – [Your City]
💼 Type: Full-Time
💰 Salary: [Insert Range] + Bonuses + Tips
📍 Location: In-Salon Only
🕒 Schedule: [Insert Working Days & Hours]
🎥 Meet the Team
Before we get into the details, take 60 seconds to watch this video from our team. You’ll get a feel for our energy, how we work, and what kind of leader we’re looking for.
About Us
At [Salon Name], we believe great hair starts with a great team. We’re a [brief description—e.g., boutique, high-end, community-based] salon located in [neighborhood/city]. Our vibe is creative, warm, and all about collaboration—not competition.
What You’ll Be Doing
This isn’t just a scheduling role. As Salon Manager, you’ll be:
- Keeping the day-to-day operations running smoothly
- Managing stylist schedules and client flow
- Ordering and managing inventory
- Supporting staff performance and team morale
- Handling occasional customer concerns with grace
- Helping drive growth, culture, and consistency
Who You Are
- Experienced in salon/spa/retail leadership
- Highly organized and naturally proactive
- Great with people—on good days and tough ones
- Passionate about helping others succeed
- Tech-comfortable (scheduling, POS, inventory)
Why Join Us
- [Insert salary] + bonuses + tips
- Paid time off and schedule flexibility
- Product discounts and team incentives
- Growth opportunities and mentorship
- Supportive, drama-free environment
How We Hire
We respect your time. That’s why we use WorkScreen.io to evaluate fairly—based on skills, not just résumés.
You’ll go through a short, straightforward process and hear back from us promptly. Apply here [insert application link]
📋 Option 2: Structured Format – For Traditional Hiring Teams
Job Title: Salon Manager
Location: [City/Neighborhood]
Job Type: Full-Time
Pay: [Insert Salary Range + Tips/Bonuses]
Job Summary
[Salon Name] is hiring a Salon Manager to oversee daily operations, manage staff, and support a positive client experience. This is a leadership role for someone who thrives in fast-paced environments, values team collaboration, and is highly organized.
Responsibilities
- Manage stylist schedules and ensure smooth workflow
- Order and monitor salon inventory
- Resolve client concerns and maintain high satisfaction
- Support hiring, onboarding, and training
- Monitor salon cleanliness, safety, and performance metrics
- Lead team meetings and goal tracking
Requirements
- 2+ years of experience in salon/spa or retail management
- Strong communication and conflict resolution skills
- Comfortable with booking and POS systems
- Ability to lead, motivate, and support a team
- High attention to detail and a strong sense of accountability
Benefits
- Competitive salary + performance bonuses
- Paid time off and holidays
- Career growth path
- Staff discounts and team events
- Supportive, respectful team culture
How to Apply
Apply through WorkScreen.io to go through a fair, skill-based evaluation [insert application link here]. We’ll review every application and respond within [insert timeframe].
Let WorkScreen Handle the Next Step
So—you’ve written a strong, clear, and human job post. You’ve described the role. You’ve shared your culture. You’ve made it personal.
Now let WorkScreen.io take it from here.
Why Use WorkScreen for Hiring Your Salon Manager?
Here’s what WorkScreen helps you do—right after your job post goes live:
✅ Spot Your Best Candidates—Fast
WorkScreen automatically evaluates applicants, scores them, and ranks them on a performance-based leaderboard.
No more wasting time on unqualified resumes—you’ll instantly see who’s actually ready for the job.
✅ Assess Real Skills (Not Just Resumes)
Anyone can list “team leadership” on a CV. But can they actually manage people and handle pressure?
With WorkScreen, you can test candidates with real-world salon scenarios—so you hire based on ability, not buzzwords.
✅ Filter Out Low-Effort or AI-Generated Applicants
Tired of people who copy-paste cover letters, ghost interviews, or clearly used ChatGPT to apply?
WorkScreen automatically filters out low-effort submissions so you focus only on the most genuine, committed candidates.
✅ Save Time. Make Smarter Decisions.
Whether you’re a solo owner or managing multiple locations, WorkScreen makes hiring faster, clearer, and more confident—without needing to be a hiring expert.
📌 Ready to try it?
Sign up at WorkScreen.io, create your job post, and get a shareable link to send to applicants right away.
Let your job description attract the right people.
Let WorkScreen help you choose the best one.
Salon Manager Job Description – FAQs
Salon manager salaries can vary based on location, salon type, and experience level.
On average in the U.S., salon managers earn between $45,000 and $60,000 per year, with high-end or multi-location managers earning upwards of $70,000. In hourly roles, pay typically ranges between $18 to $30 per hour, often supplemented by tips and performance bonuses.
💡 Pro tip: Including a transparent pay range in your job post not only builds trust but also attracts more serious, qualified applicants.
The best salon managers blend operational know-how with emotional intelligence. Here are key skills to prioritize:
- Leadership & Team Management: Ability to motivate, coach, and resolve conflicts with a calm, supportive approach.
- Scheduling & Organization: Keeps the appointment flow running smoothly and ensures full coverage during peak hours.
- Customer Service: Can handle client issues with professionalism and empathy.
- Inventory & Vendor Management: Tracks supplies, reorders on time, and manages vendor relationships.
- Communication: Keeps the team aligned, updates leadership clearly, and communicates expectations effectively.
- Tech Comfort: Familiarity with salon software (booking, POS, payroll) is a major plus.
Not necessarily. While some salons prefer managers who can jump in and help on the floor, others want someone focused strictly on operations.
If your manager will be client-facing or managing stylists in a hands-on way, a background in cosmetology can help. But it’s not always required—strong leadership and organization skills matter more.
Most employers look for:
- 1–3+ years of salon, spa, or retail management experience
- Strong interpersonal and leadership skills
- Familiarity with industry tools (e.g., Booker, Vagaro, Square)
- High school diploma or GED (though not always required)
If you’re hiring for potential, focus more on attitude, coachability, and people skills than formal credentials.
