HIRING SERIES: Hiring with Retention in Mind

Kylie Punke

Why Retention Starts Before Day One

Don’t get me wrong, attracting great candidates and nailing the interview process are wins worth celebrating, but the job isn’t done once you’ve said “you’re hired”. The truth is, retention begins the minute you start the hiring process. If you want stylists who want to stay, grow, and thrive in your business for years to come, you have to set the stage from the beginning. 

Too often, bride store owners focus on filling the position quickly—I get it, when you’re down a stylist that means less appointments which means less revenue, but when you hire with retention in mind you’ll reduce turnover and save money in the long run. Plus it’ll help cultivate a stronger team culture for your current staff. Let’s talk through the practical ways you can hire smarter so your stylists stick around.  

Set Clear Expectations Up Front

From your job posting through your interview process, it’s important to set clear expectations up front—and remember, just because you mention it once or twice doesn’t mean the candidate read, heard, or understood it. It may feel repetitive, but you need to cover all of your bases. 

Expectations to Reiterate

1. Be transparent about schedules, weekends, and busy seasons. 

Most of your applicants will be new to the “bridal world”. Some will even be new to the “retail world”. Be clear from the start that Saturdays (and Sundays if your store is open and operating) are usually the busiest and most profitable days for your boutique. It’s essential to have all hands on deck these days. 

If your store operates by an appointment only basis, be sure to clarify that with your candidates so they have realistic expectations for the hours they will be able to count on. For some of your candidates this will be an additional job to their current full-time position while others may be solely relying on this income.

Many bridal boutiques extend their hours during bridal busy season to accommodate for more appointments. If schedules will be shifting after the turn of the year, it’s important to mention that now. 

It’s also a great idea to ask your candidates if they have any specific time-off requests that they know of. This can help you plan for events and be ahead of the game for staffing coverage should you move forward with this candidate. 

2. Explain Pay Structure Honestly  

Whether your boutique operates on a commission or tip basis, it’s crucial to explain your pay structure honestly. As I mentioned previously, some candidates are planning to use this job as a supplement while others are relying on this income to provide for themselves and/or their families. 

Encourage applicants with the fact that their income is truly in their hands—giving them this piece of advice is beneficial for both them and you. If you have performance based bonuses or spiffs, be sure to outline these for your candidates as well. Of course, you can wait to go into depth until you offer them a position, but mention them now so they know the potential. 

Clarity reduces misunderstandings, sets a healthy foundation, and helps build reciprocal trust with your new hires—which is exactly what keeps them engaged, motivated, and sticking around.

Hire for Culture, Not Just Skills

This one is simple—skills can be taught; culture fit is harder to fix. While having a variety of personalities is a positive in most workplaces, being a bridal stylist does take a certain blend of traits. Your new hire should not only mesh with your current tribe well, but they should align with your local bride dynamic too. 

Look for candidates who share your store’s values (team-first, service-minded, optimistic, open to change, etc.).

5 Questions that Reveal Cultural Alignment:

1. “If a bride came back just to thank you for something, what do you think it would be for?”
2. “What does a great bridal shopping experience look like to you?”
3. “When you see a teammate struggling with a bride, what would you do?”
4. “What motivates you most in a sales role—the commission, the customer experience, or something else?”
5. “Why do you want to work in bridal specifically, and why with our store?”

Showcase Growth and Opportunity Early

You’ve given your candidates a glimpse into expectations and monetary opportunities, but go a step further and excite them about the growth potential within your business. Stylists want to see a future in your store. Whether you’re planning to grow into a multi-location brand or staying small and slaying local, share some of your future plans. 

Outline some potential paths: senior/lead bridal stylist, assistant manager, manager, buyer involvement, training opportunities, etc. This conversation is a great first step in seeing which areas and departments your new hire is interested in. Are they numbers savvy or do they have a passion for leadership? Knowing where they’d like to end up is not only a clue into their level of investment in your boutique, but it gives you ideas of training tasks to get them there. 

Make Them Feel Valued from the Start

You may have already welcomed them with open arms, but it’s important that your team does also—give them a sense of belonging and show them who’s here to support them in their onboarding. Whether it’s a Saturday morning team meeting before the day gets started or a planned team lunch, use small touches to build loyalty early. 

6 Ideas to Make Them Feel Valued from the Start

1. Warm Welcome Package: A handwritten note, branded t-shirt, or small gift shows you’re excited they joined.
2. Introduce Them to the Team: Don’t just let them wander in—make introductions and share a fun fact about them with the group so they feel instantly included.
3. Celebrate Their First Day: A team lunch, coffee run, or sweet treat in the back sets a positive tone.
4. Assign a Training Mentor: Pairing them with a seasoned stylist helps them feel supported and connected right away.
5. Acknowledge Their Strengths: Point out in the first week why you hired them (“You’re such a great listener—our brides will love that”).
6. Invite Their Input Early: Ask for their thoughts during team meetings, even on small things. It shows their voice matters from day one.

Your overall goal is to help new stylists feel like more than “just another employee”.

Keep Communication Open

Don’t forget to let candidates know you, as the owner, value open and honest communication that happens early and often. This means a lot coming from you, and you want your new hires to feel like they can come to you. If you have a communication chain and would prefer for them to go to a manager or someone in leadership first, let them know—but it’s important for them to know the door is open with you in case they need it. Clear communication from day one prevents misunderstandings later.

Retention doesn’t happen by accident—it begins the moment you hire. By setting expectations, hiring for culture, and making people feel valued, you’ll build a loyal team that loves being part of your boutique. 

Ready to simplify your bridal business with Poppy? Schedule a demo or jump right in with our Get Started form.