How To Hire A Medspa Team

Hiring the right team is one of the most important steps in growing a successful medical spa. Whether you’re bringing on employees or independent contractors, your medical spa hiring strategy should align with your business goals, budget, and client experience. This guide will help you navigate the hiring process—from structuring your team to posting jobs and streamlining operations—so you can build a staff that supports your long-term success.

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What’s The Best Strategy: Employees Or Independent Contractors?

It depends on your medspa’s goals and budget. Employees offer consistency and brand control but come with higher costs. Contractors provide flexibility and lower overhead but require clear agreements. Choose based on your long-term vision and what’s feasible for your business right now.

Before deciding, consider how you want your medical spa to operate. Do you envision a tightly integrated team delivering a signature client experience? Or do you prefer a flexible model with independent specialists? Medical spa hiring is more than filling positions—it’s about building a business that aligns with your vision and long-term success.

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What’s The Difference Between An Employee And An Independent Contractor?

Employees work under your direction, follow set schedules, and receive wages and benefits. Independent contractors operate as their own business, control their schedule, and are paid per contract or service. Understanding these differences is crucial for medical spa hiring, as it affects costs, compliance, and business structure.

Employees Work For You

Hiring employees means you have full control over their work schedule, job duties, and how they represent your medical spa. Employees are an extension of your brand, ensuring consistency in aesthetics treatments, customer service, and overall client experience.‍

What You Can Require

• Set working hours and shifts
• Specific protocols for treatments and client interactions
• Use of branded materials, uniforms, and equipment
• Adherence to company policies and procedures

What You Must Provide

• A stable salary or hourly wage
• Payroll taxes, including Social Security and Medicare contributions
• Benefits like health insurance and paid time off (if offered)
• Training and continued education to meet board-certified standards

While employees offer more control and brand consistency, they also come with higher costs and administrative responsibilities. This makes medical spa hiring a strategic decision that should align with your long-term business goals.

Independent Contractors Work For Themselves

Independent contractors provide services to your medical spa but operate as their own business. They bring flexibility to your team, but since they aren’t employees, you have less control over how they work.

What You Can Require

• A written contract outlining services, fees, and expectations
• Compliance with state licensing and board-certified standards
• Professionalism in client interactions and adherence to safety protocols
• Use of specific products or equipment (if agreed upon in the contract)

What You Can’t Require

• Set working hours or mandatory shifts
• Exclusive employment (they can work elsewhere)
• Control over how they perform services beyond contractual agreements

What You Don’t Have To Provide

• Payroll taxes or employment benefits
• Training (though you can offer optional education)
• Supervision beyond contract terms

Independent contractors reduce overhead and staffing obligations but require clear agreements to align with your medical spa’s brand and client experience. Choosing the right balance in medical spa hiring depends on your business model and growth strategy.

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How Do You Create A Strategic Hiring Plan?

Start by defining your medical spa’s long-term vision, budget, and service offerings. Identify which roles are essentialand whether employees or contractors best fit your needs. Consider legal requirements, training, and client experience. A clear hiring plan ensures sustainable growth and a strong, cohesive team.

Identify Your Business Needs

Before hiring, get clear on what your medical spa truly needs. This goes beyond just filling positions—it’s about structuring a team that aligns with your goals, budget, and client experience.

Key Questions to Ask Yourself

• What services do you currently offer, and what do you want to expand into?
• Do you need full-time staff for consistency, or would specialists on contract work better?
• What’s your budget for salaries, contractor fees, and employee benefits?
• How much oversight and brand control do you want over treatments and client interactions?

Understanding these factors will help you determine whether to hire employees, independent contractors, or a mix of both. The right hiring strategy supports your business model while ensuring seamless, high-quality aesthetics treatments for your clients.

Define Job Descriptions & Requirements

Once you understand your business needs, the next step is defining clear job roles. Every medical spa requires a mix of clinical and administrative professionals to ensure smooth operations and high-quality client care.

Key Roles to Consider

• Medical Director – Oversees compliance, supervises medical treatments, and ensures board-certified standards are met. Often required by law.
• Aestheticians & Skincare Specialists – Perform non-medical treatments like facials, chemical peels, and skincare consultations.
• Nurse Practitioners or RNs – Administer injectables, laser treatments, and other medical aesthetics procedures.
• Front Desk & Administrative Staff – Handle bookings, customer service, and daily operations to keep your spa running smoothly.

Key Hiring Considerations

• Do these roles need to be employees or independent contractors?
• What credentials and certifications are legally required?
• How will these positions contribute to your client experience and business growth?

Well-defined job descriptions set expectations from the start, helping you attract the right talent and structure a team that aligns with your medical spa’s hiring strategy.

What Is Your Budget For Hiring

Hiring the right team requires balancing quality talent with financial sustainability. Before making decisions, assess how much you can afford to invest in staffing while maintaining profitability.

Key Cost Considerations

Employees:

• Salaries or hourly wages
• Payroll taxes and insurance (workers’ comp, unemployment)
• Benefits (health insurance, PTO, retirement plans)
• Training and continuing education

Independent Contractors:

• Service fees or commission-based payments
• Liability insurance requirements
• Potential contract negotiation costs
• Minimal administrative overhead (no payroll taxes or benefits)

Questions to Ask Yourself

• Can your revenue support full-time employees, or is a contractor model more feasible?
• Do you have the budget for competitive pay to attract top talent?
• What hiring costs are non-negotiable for maintaining quality and compliance?

A well-planned budget ensures your medical spa hiring strategy aligns with your financial goals, allowing you to grow sustainably without overextending resources.

Find Out What Legal Requirements You Need To Adhere To

Before hiring, ensure your medical spa complies with all legal and regulatory requirements. Laws vary across the U.S. and Canada, so it's essential to understand your local regulations.

1. Ownership and Business Structure

• United States: Many states follow the corporate practice of medicine doctrine, requiring medical spas to be physician-owned. Some states allow other licensed medical professionals to co-own a practice, but a physician may need to retain a percentage of control.
• Canada: Most provinces allow non-physicians to own medical spas, but all medical treatments must be performed or supervised by licensed professionals.

2. Licensing and Professional Qualifications

• Medical Professionals: Ensure all medical staff meet state or provincial licensing requirements for procedures like injectables and laser treatments.
• Estheticians and Non-Medical Staff: Check local laws to confirm the scope of practice for estheticians and other support roles.

Since medical spa hiring involves legal complexities, consulting a healthcare attorney can help ensure full compliance.

What Will The Interview Process Be

A structured interview process helps you identify the right candidates for your medical spa while ensuring consistency and professionalism. Planning ahead will save time and help you attract top talent.

1. Define Your Hiring Stages

• Application Screening: Review resumes for qualifications, certifications, and relevant experience in aestheticstreatments or medical spa services.
• Initial Phone or Video Interview: A quick conversation to gauge professionalism, communication skills, and cultural fit.
• In-Person or Virtual Interview: Deeper discussion about experience, treatment protocols, and client care philosophy.
• Practical Assessment (if applicable): A hands-on demonstration for aestheticians, nurses, or injectors.
• Final Decision & Offer: Check references, verify certifications, and provide a clear job offer.

2. Key Interview Questions to Ask

• What experience do you have with medical spa treatments?
• How do you ensure client satisfaction and safety?
• How do you handle difficult clients or treatment complications?
• What are your goals in the aesthetics industry?
• What kind of work environment do you thrive in, and how do you enhance the client experience?

3. How to Create Culture-Fit Questions

To assess alignment with your medspa’s values, ask open-ended questions that reveal natural work styles and priorities. Instead of leading candidates to the “right” answer, focus on:

• Work Environment Fit: “Describe a workplace where you felt most engaged. What made it a good fit?”
• Client Experience Mindset: “Tell me about a time you went above and beyond for a client.”
• Team Dynamics: “How do you typically collaborate with coworkers in a fast-paced setting?”

By framing questions neutrally and asking for real examples, you’ll get a better sense of whether a candidate naturally fits your vision.

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Where Should I Post Medspa Jobs?

Post medspa jobs on industry-specific sites like the American Med Spa Association (AmSpa) job board, medical aesthetics forums, and skincare professional networks. General job sites like Indeed, LinkedIn, and ZipRecruiter also work well. Local networking, referrals, and social media can help attract qualified candidates.

American Med Spa Association (AmSpa)

AmSpa’s job board is a go-to resource for hiring licensed professionals in the medical aesthetics industry. It connects you with candidates who are specifically looking for medspa roles, ensuring a more targeted applicant pool.

LinkedIn

LinkedIn allows you to post jobs, network with industry professionals, and reach both active and passive job seekers. It’s a great platform for finding experienced candidates and showcasing your medspa’s brand to attract top talent.

Indeed

Indeed is one of the largest job boards, making it a great place to reach a broad audience. Its resume search feature allows you to proactively find candidates with medical aesthetics experience.

SimplyHired

SimplyHired aggregates job listings from across the web, increasing visibility for your medspa job postings. It’s a budget-friendly option that helps attract candidates searching for aesthetics and healthcare roles.

Glassdoor

Glassdoor allows you to post jobs while also showcasing your medspa’s workplace culture through company reviews. It’s a great platform for attracting candidates who value transparency and want to learn more about your business before applying.

ZipRecruiter

ZipRecruiter uses AI-driven matching to connect your medspa job posting with qualified candidates. It distributes listings across multiple job sites, increasing your reach and streamlining the hiring process.

Reach Out To Your Existing Network For Referrals

Your professional network can be one of the best sources for hiring. Ask colleagues, industry contacts, and even your current team for recommendations. Referrals often lead to high-quality candidates who are already vetted and familiar with the industry, making the hiring process faster and more reliable.

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What Else Should I Consider When Growing My Medspa Business?

Beyond hiring, consider how you’ll manage staff schedules, client bookings, and daily operations efficiently. Clinic management software streamlines appointments, record-keeping, and payments, helping your team stay organized and focused on client care. Investing in the right tools ensures smooth growth and a seamless client experience.

Starting with a med spa software free trial can give you a hands-on feel for how automation can simplify your workflow. The right system will help you manage your expanding team, keep clients happy, and run your business with less stress.

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