Hiring & Training Groomers 101 Workshop Highlights
Unlock the secrets to hiring and training dream groomers!
Happy Friday Daily Groomers!
Were you one of the many who dove into our “Hiring & Training Groomers 101” workshop with Aaryn Mistrot last week? A big thank you to everyone who joined us live—it was jam-packed with real-life strategies for finding and training rockstar groomers without losing your sanity (or your weekends!).
If you missed it, don’t sweat it. We’ve gathered the main takeaways below—plus the full Groomer’s Guide to Hiring & Training so you can catch up at your own pace. Grab your coffee (and hit play on the recording), and let’s dig in!
Quick Recap: Why “Just Hire Someone With Experience” Can Backfire
Aaryn kicked off the session by addressing a major misconception:
“If I just hire an experienced groomer, everything’s solved.”
But often, you end up with mismatched expectations, conflicting grooming styles, or (worst-case) a toxic personality that hurts your salon culture. Her main point? A structured hiring and training process is the key to building a consistent, drama-free, high-quality team—whether they have experience or they’re totally new to grooming.
What does this look like? We’ll here’s the “money slide” highlighting everything discussed in the workshop!
Step-by-Step: Aaryn’s Proven “Hire & Train” Playbook
1. Decide Your Employment Type: W-2 vs. 1099
- W-2 Employees: Greater control (schedule, quality standards) but higher costs (payroll taxes, benefits).
- 1099 Contractors: More flexibility, fewer overhead costs, but less control and risk of IRS misclassification.
“Always talk to a CPA first,” Aaryn stressed. Nothing kills momentum faster than a messy tax audit!
Disclaimer: We are not tax, accounting or legal experts. Just your local dog blogger. 😂
Consult the experts before making decisions here!
2. The Observation Day
- 2-3 Unpaid Hours: Invite potential hires to watch your salon in action.
- Culture Fit Check: Are they genuinely curious, or do they spend half the time texting in the corner?
- Candidate Reality Check: They see the matted doodles, the dog that hates dryers—basically, real life.
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Why It Matters: You weed out the “I love puppies” folks who don’t love the actual work, saving you time and frustration down the road.
3. The Contract Week
- Short-Term 1099 Trial (1–2 Weeks): They’re hands-on, bathing dogs, assisting groomers, getting a crash course in daily tasks.
- Low-Risk for You: If they quit or aren’t a fit, no complicated paperwork. If they thrive, you convert them to W-2 and start the full onboarding.
- Focus on Work Ethic & Attitude: You’re checking if they show up on time, follow instructions, and mesh with your existing team.
4. Officially Making the Hire
- Convert to W-2: Once both sides are happy, bring them onto payroll and start in-depth training.
- Don’t Skip the Paperwork: Make sure you’re handling W-2s, contracts, or any non-compete agreements properly.
Why It Works: You only invest in the right people—no more all-in hires who ghost you after a week!
Training Newbies from the Ground Up
Secret Sauce Alert: Aaryn’s approach turns a total newbie into a grooming powerhouse and helps you groom more dogs in less time.
- Bather First: Teach them safe handling, skin/coat care, how to bathe and dry correctly.
- Clipper Work Next: They learn to remove the bulk of the coat while a senior groomer does the finishing.
- Scissor Skills in Phases: Feet and tails one week, then body blending, then heads. You’re slowly handing over more responsibility until they can do a full groom on their own.
“By the time they’re done, they’re basically a clone of your quality. It’s awesome!” – Aaryn
Bonus Tip: If you have multiple new hires, line their tables up next to an experienced groomer. The mentor grooms one dog, then bounces over to answer questions and do final touch-ups on the trainee’s dogs. Easy quality control—and it saves you from repeating everything one-on-one all day.
Keeping a Rock-Solid Culture (and Avoiding “Bad Apples”)
- Positivity Breeds Positivity: When your team respects each other, the dogs feel that calm energy.
- Continuing Education: Make skill-building a must—CPR, AKC SAFE Handling, or advanced breed cuts. Groomers who keep learning are far less likely to get bored or burned out.
- Nip Drama in the Bud: Clear S.O.P.s (Standard Operating Procedures), honest communication, and immediate feedback if issues pop up. You want a team environment, not an ego-fest.
Q&A Highlights
Attendees flooded the chat with questions about everything from taxes to tough grooming personalities. Here are a few nuggets:
“What if a new hire just isn’t getting it?”
Aaryn suggests short, frequent feedback loops. If they’re still struggling after an extended Contract Week or training phase, better to part ways early than drag out frustration on both sides.
“How do I pay for continuing education?”
Some owners cover online courses, while big certifications come out of the groomer’s pocket. It depends on your budget, but the best approach often involves shared investment.
“What if I train them for a year and they leave?”
Yes, it happens! But employees who appreciate your culture usually stick around. Consider having a legally sound non-compete if you’re in a state that allows it—but the real glue is a workplace they don’t want to leave.
Download the Full Guide & Workshop Recording
Because we covered so much ground, we’re giving you all the resources:
- Groomer’s Guide to Hiring & Training
- W-2 vs. 1099 deep dive
- Step-by-step funnel (Observation Day → Contract Week → Official Hire)
- Training roadmap + sample job posting
- Tips for paying groomers and bathers fairly without blowing your budget
- Workshop Recording & Slides
- Relive the entire Q&A
- See real-life examples of training timetables
- Hear Aaryn’s personal stories (like how she scaled from a tiny team to a salon with multiple competition-level groomers!)
Your Next Move
- Evaluate Your Hiring Funnel: Are you plunging straight into “full hire” mode? Add an Observation Day and Contract Week to save yourself major headaches.
- Document Your S.O.P.s: Even a simple daily cleaning checklist can make a world of difference for clarity and consistency.
- Invest in Ongoing Education: Offer opportunities for advanced skill-building—your team will thank you, and your clients will notice the quality!
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Final Word: Success Isn’t Accidental
Aaryn’s closing advice? “Be intentional about who you hire, how you train them, and how you build your team culture.” The difference between a stressed-out, understaffed salon and a powerhouse grooming business often lies in the little details—like observation days, a well-planned contract week, and continuous skill development.
Ready to start building your dream team? Check out the recording and grab the guide, to go deep on Aaryn’s strategies, and feel free to reach out with questions.
For the love of grooming,
Alex Martin
P.S. Need personalized help? Aaryn’s still offering 15-minute slots to meet for those who want a deeper dive. Sign up on her calendar or shoot her an email at consultwithaaryn@gmail.com before her schedule fills up!
🗣️ What People Are Barking About
The best of the best advice or thought provoking topics shared this week online👇
The ole “raising prices dilemma” is toughie, but sometimes necessary. Here’s the quick steps to do it right:
1. Be upfront and professional.
Let clients know the rising costs of supplies and labor. Keep it short, clear, and professional—no need for apologies or discounts.
2. Stand firm.
If a client can’t afford the new price, thank them for their business, but let them know you won’t continue unless they agree to the new rate.
3. Know when to move on.
If a client pushes back, it’s okay to say goodbye. You deserve to be compensated fairly for your work, and there are clients out there who will value it.
Pro Tip:
Some clients may appreciate your transparency and be willing to pay more. Don’t settle for less—you're the expert!
Bottom line: Don’t undervalue yourself! Be clear, stay firm, and remember—you’re worth it!
✋The Groomer’s Toolkit
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📺 Watch - Check out this grooming power couple who went from Fortune 500 to “Grooming at Your Curb”. Get to Know Fresh Paws Spa and The Lynn’s on The Daily Groomer YouTube channel.
🎧 Listen - $5,000 and a grooming dream…. That’s all Chris Jackson needed to build West Coast Grooming Academy on this episode on The Daily Groomer Podcast.
