The Holiday Rush Makes One Thing Clear: Who’s the Right Fit… and Who Isn’t.

Some questions echo across grooming businesses everywhere:

Why can’t I find a good groomer?
Why can’t I keep good groomers?
And the one every owner whispers at some point:
What is WRONG with these groomers?

Here’s what most leaders eventually realize:  Nothing is wrong with groomers.
But there is something missing in how we understand and hire them.

Most salon owners are hiring blind, hoping for the best, and only discovering the truth about a candidate after the honeymoon period has ended. The first few weeks feel like a dream: everyone’s agreeable, adaptable, eager. And then, once everyone settles in, the real patterns surface: pacing issues, emotional volatility, resistance to direction, communication gaps, and habits the interview never revealed.

Hiring, in many ways, really is like dating: people present their best selves early on. You won’t see the full picture until comfort sets in.

But in today's industry,  one grounded in education, safety, and professional expectations, you can’t afford to wait for the reveal. You must learn to hear who someone really is before they’re standing in your salon on a Saturday with six doodles on the schedule.

Understanding the Groomer Mindset — And Why It Matters for Hiring

Groomers, by nature, are a unique blend of qualities that don’t always show up neatly in an interview:

Creative — They’re artists, stylists, and problem-solvers.
Sensory-driven — They work through touch, sound, feel, and pace.
Emotionally attached — Their work is personal, not mechanical.

This combination produces extraordinary talent, but it also means groomers need structure, communication, and leadership that meet them where they are.

And here is where many owners and managers get blindsided:

Emotional maturity has quietly exited the building in parts of our industry.

-Not because groomers don’t care.
-Not because groomers don’t want stability.
-But because grooming has never been positioned as a true profession with real education, shared standards, or accountability built into its culture.

This means coachability becomes the defining trait of whether a hire will be a partner or a problem.

And coachability isn’t one-sided.

Owners need it too,  the willingness to understand how groomers work, (especially if you are not a groomer) communicate, and process their day. When both sides bring coachability into the workplace, everything becomes easier: training, feedback, corrections, conversations, and even scheduling.

What to Listen For When You’re Hiring (Before the Honeymoon Phase Ends)

Here’s where the work begins: listening in a way that reveals coachability, emotional maturity, and cultural alignment long before old habits surface.

1. Listen for Emotional Awareness

True professionals can describe:

• how they handle pressure

• how they regroup after a difficult dog

• how they navigate conflict

• how they process a mistake

If a candidate can’t reflect on their own behavior, you’ve already seen the level of maturity you’ll be managing.

2. Listen for How They Frame Responsibility

Do they talk about past issues as things done to them, or do they show insight about their own role?

Professionals who can say,
“I learned…”
“I realized…”
“I adjusted…”

They are telling you they can grow with you.  Those who blame past salons for every experience usually repeat the same pattern in the next one.

3. Listen for Their Relationship to Coaching

Ask:
“How do you like to receive direction in a busy environment?”

You’re not listening for the “right” answer.
You’re listening for whether they expect direction at all.

Groomers who welcome coaching usually thrive in structured salons.
Groomers who resent it often struggle the moment expectations rise.

4. Listen for Sensory Overwhelm Signals

Grooming is sensory work.

Notice if candidates reveal:

• emotional flooding

• trouble recovering from stress

• difficulty pacing themselves

• reactivity

• rigidity

These are not dealbreakers, but they require intentional leadership.

If a candidate doesn’t recognize these patterns in themselves, the honeymoon will be short.

5. Listen to How They Describe the Work Itself

Does the candidate speak in terms of:

• steps

• safety

• observation

• handling

• communication

Or do they speak in:

• “vibes”

• “moods”

• “I just do it”

• “I go with the flow”

One style supports a professional grooming environment.
The other may struggle with structure, standards, and accountability.

Hiring Is Partnership — Not Problem Solving

Many salon owners think they’re hiring to “fix a problem.”
But hiring is more like choosing a partner,  someone who will influence:

• your culture

• your systems

• your reputation

• your workload

• your leadership presence

If you choose based on skill alone, you’ll spend the next year trying to manage everything else.

If you choose based on alignment, maturity, and coachability, the salon becomes steadier,  not heavier.

Your Next Step

Before your next interview, choose one thing from this article to listen for.
Not all of them. Just one.

Small steps reveal big truths.

And with a more intentional ear, you’ll start recognizing the hires who strengthen your culture,  not just fill your schedule.