How to Hire Barbers for Your Shop: What to Look For

Barbershop owners who have made one bad hire usually become much more careful after it. A bad barber hire is not just a performance problem, it is a client relationship problem, a culture problem, and depending on the terms of the hire, potentially a legal problem. The cost of a poor hire extends well past the revenue the chair was not generating.

Hiring correctly the first time requires clarity on what the role actually requires and a process that evaluates the right things before the offer is made.

What to Look for Before the Portfolio

The first question is not "can this person cut well?" It is "can this person function correctly in a client-facing professional role?"

Most barbershop service issues trace back to communication and reliability, not cutting ability. A technically strong barber who does not communicate well with clients, shows up late, handles money carelessly, or behaves differently than expected in the shop creates more damage than a slightly less skilled barber who is professional, reliable, and client-focused.

The minimum standard before evaluating cutting skill: does the candidate show up when they say they will, communicate clearly, take direction without ego defensiveness, and understand the basics of client service? These are observable in the interview process and should be screened before an audition cut.

The Portfolio Evaluation

A working barber should have an Instagram or portfolio showing recent work. The purpose of reviewing the portfolio is not to find perfect cuts, it is to assess whether the candidate's actual skill level matches the shop's service standard and whether their style range matches the shop's typical client requests.

Specific things to look for: consistency across the portfolio (not one great photo and many average ones), variety of cut types (not only one style), photo quality that is good enough to assess the actual cut (many barbers obscure their actual work quality with filters and angles, natural light photos are more revealing).

The Audition Cut

An audition cut is the standard evaluation for any candidate who passes the initial portfolio review. The candidate cuts on a hair model (not a paying client) in the shop environment. The audition cut should be observed by the owner or head barber and evaluated on: technical execution, how the candidate interacts with the model (consultation, communication), how they use the station (organization, cleanliness), and how long they take relative to the expected service time for that cut type.

An audition cut also reveals character traits a portfolio does not: how the candidate handles direction during the cut, whether they acknowledge issues or attempt to hide them, and how they present themselves under light observation.

Compensation Structure

Three primary structures: booth rental (barber pays the owner a fixed weekly fee and keeps all service revenue), commission (barber receives a percentage of service revenue they generate, typically 40% to 60%), and salary (less common, typically for high-volume shops where the barber serves the shop's client base rather than building their own). Each structure creates different incentives. Booth rental creates independent contractors with high earning potential but lower shop control. Commission aligns incentives with volume but requires more owner management of client quality and brand standards. Understand the legal requirements for each structure in your jurisdiction before structuring the hire.

CADMEN Business Coaching

Hiring, compensation structures, and full operations management are covered in the CADMEN owner coaching program. academy.cadmen.ca.

Frequently Asked Questions

How do you find good barbers to hire?

The most reliable sources of qualified candidates: barbering school graduates from programs in your market (many schools have placement contacts, build a relationship with local program directors); Instagram scouting (barbers with strong portfolios and local following who are not currently in their ideal situation); referrals from current staff; and word of mouth through the local barber community. Job postings on Indeed and general job boards produce a high volume of unqualified applicants relative to qualified ones. The most consistent source of reliable hires in barbershop is the referral network, a strong hire who recommends the shop to a colleague with similar professional standards produces better candidates than any posting.

What should a barber bring to an interview?

At minimum: their portfolio (Instagram profile or physical book of photos showing recent work), their license or certificate of registration confirming they are registered in the jurisdiction, and any tools they own if the shop requires barbers to bring their own equipment. A candidate who shows up to a barbershop job interview without work photos has not thought seriously about the interview, this alone is informative. An ideal candidate also comes having done some research on the shop: they know the price point, have looked at the service menu, and have a sense of whether their clientele and style range match the shop's profile.

How much do barbershop owners pay their barbers?

In commission structures, 40% to 60% of service revenue generated is the typical range in Canada and the US. A barber generating $3,000 per week in services at a 50% commission earns $1,500 per week before any tip income. In booth rental structures, the weekly rental fee ranges widely by market: in major Canadian cities (Toronto, Vancouver), booth rents of $300 to $700 per week are common. In smaller markets, $150 to $350 per week is more typical. Booth rental barbers keep all of their service revenue above the rent, so their effective earn rate is entirely dependent on their volume. A barber on a slow week at a $400/week booth rent may net very little after the rent is paid.

Should you hire a barber fresh out of school?

Yes, with the right expectations and onboarding approach. New graduates have foundational technique but limited speed, breadth of client type experience, and independent consultation ability. A shop that is willing to invest in a 60 to 90 day development period can produce a loyal, shaped-to-their-standards barber who is often more aligned with the shop's culture than an experienced hire who brings habits from other shop cultures. The risk of hiring new graduates: they may need to build clientele slowly (poor fit for a booth-rental structure where they pay full rent from week one) and they will make more errors in the early months. The risk of only hiring experienced barbers: experienced barbers often have ingrained habits, existing client relationships that belong to them personally, and higher compensation expectations.

What makes a great barbershop employee?

In order of practical importance: reliability (shows up on time, consistently, without last-minute cancellations); client communication skill (can consult with any client type, manages expectations accurately); technical skill (produces consistent, quality results at the shop's standard); culture fit (works positively with other barbers, supports rather than undermines the shop environment); and growth orientation (wants to improve, takes correction without defensiveness, keeps skills current). Most owners rank technical skill highest when evaluating candidates because it is the most visible. In practice, reliability and communication cause the most operational problems. The barber who is slightly less technically impressive but who never calls in sick, communicates clearly with clients, and creates no drama is typically the more valuable hire over a 12-month period.

Related Reading From CADMEN Barber Academy

• Hiring Barbers for Your Shop: What to Look For and What to Avoid
• How to Hire Barbers for Your Shop: What to Look For and How to Avoid Costly Mistakes
• How to Hire Barbers for Your Barbershop
• Barbershop Hiring System: Stop Bleeding $412M to Empty Chairs
• Barbershop Hiring System: The Operator's Playbook