A transparent, invoice-aligned pay structure reviewed once per year — with maximum rates set to the average invoice of each individual salon or area.
Core Philosophy
"We do not use productivity pay. Instead, we tie wage ceilings directly to the average invoice of each salon or area — reviewed and set once per year. If the team wants to earn more, the path is simple: increase the average invoice."
Enter the average invoice for a specific salon or area. Rates are set once per year at annual review — use this to model next year's ceilings.
These are maximum hourly rates, set once per year at annual review. Each salon or area uses its own average invoice — keeping pay aligned to what that location's customers actually spend.
Max hourly rates at four common average invoice benchmarks. Because each salon or area sets its own ceiling based on its own average invoice, use this table to compare locations or plan for the annual review.
| Role | Formula | $20 avg | $24 avg | $28 avg | $32 avg |
|---|---|---|---|---|---|
ManagementSalon Manager Leads daily operations, drives team performance | 80% × avg | $16.00 | $19.20 | $22.40 | $25.60 |
ManagementAssistant Manager Supports operations, covers manager responsibilities | 70% × avg | $14.00 | $16.80 | $19.60 | $22.40 |
Full-TimeFull-Time Open Stylist Full availability, open scheduling | 65% × avg | $13.00 | $15.60 | $18.20 | $20.80 |
Part-TimePart-Time Open Stylist Flexible hours, open to any shift | 60% × avg | $12.00 | $14.40 | $16.80 | $19.20 |
Part-TimePart-Time Limited Stylist Limited availability, set schedule | 55% × avg | $11.00 | $13.20 | $15.40 | $17.60 |
| Target labor cost: 32% of service revenue | $20.00 | $24.00 | $28.00 | $32.00 | |
Four principles that make this model durable, fair, and easy to manage.
Pay ceilings are tied to each salon's or area's own average invoice, reviewed annually. When the team drives up the average invoice, everyone earns more — automatically.
Targeting 32% keeps every salon healthy — well below the 40% drift common in the industry — without complex formulas or exceptions.
Because the ceiling is tied to that salon's or area's average invoice, upselling and maintaining service standards benefit everyone on the floor — there are no individual productivity silos.
No productivity tiers, no exception tracking. One number — the salon or area average invoice, reviewed each year — drives the entire pay structure. Easy to explain, easy to audit.