How to Hire Dog Groomers: Finding and Keeping Good Talent

The grooming industry has a talent shortage. Good groomers know their worth, and they have options. Hiring the right groomer and keeping them is one of the biggest challenges salon owners face. Here is a practical guide to finding, evaluating, and retaining grooming talent.

Where to Find Groomer Candidates

• Employee referrals: Your best groomers know other good groomers. Offer a $200-$500 referral bonus for hires who stay 90+ days.
• Grooming school placement: Contact local and online grooming schools. Many have placement boards for graduates.
• Facebook grooming groups: Local and national grooming communities on Facebook are where groomers hang out. Post your opening there.
• Indeed/ZipRecruiter: Use specific keywords: "dog groomer," "pet groomer," "grooming salon." Include pay range — listings with visible pay get 30% more applicants.
• Industry events: Grooming expos, trade shows, and competitions are where passionate groomers gather.
• Train your own: Hiring bathers and apprenticing them into groomers takes longer but gives you loyal, trained-to-your-standard team members.

The Interview Process

Step 1: Phone Screen (10 minutes)

Ask about experience, breeds they are comfortable with, their preferred compensation model, and why they are looking for a new position. Listen for red flags: badmouthing former employers, unwillingness to discuss their work, or unrealistic expectations.

Step 2: Skills Test (1-2 hours)

This is the most important step. Have the candidate groom a dog in your salon while you observe. Provide the dog (a cooperative medium-difficulty breed works well). Watch for: handling technique, blade and scissor skills, time management, how they interact with the dog, and the quality of the finished product. A skills test tells you more than any interview question.

Step 3: Trial Day (paid)

Offer a paid trial day where the candidate works alongside your team. This reveals work habits, communication style, cleanliness, speed under real conditions, and team fit. Pay them fairly for the day regardless of whether you hire them.

Compensation That Attracts and Retains

The #1 reason groomers leave is pay. Be competitive:

• Commission: 40-50% for experienced groomers, 50%+ for top talent with a following.
• Hourly: $15-$25/hour depending on experience and market.
• Hybrid: Base hourly + commission above a threshold. Increasingly popular.
• Tips: Ensure 100% of tips go directly to the groomer. No tip pooling without agreement.
• Benefits: Health insurance, PTO, continuing education budget, and equipment provided by the salon all differentiate you from competitors.

Retention: Why Good Groomers Stay

Beyond pay, groomers stay for:

• Quality equipment maintained by the salon (not using their own worn-out tools)
• Schedule flexibility (no mandatory 6-day weeks)
• Continuing education opportunities (certifications, workshops, competitions)
• Respectful management that listens and responds to feedback
• A clean, organized, well-ventilated workspace
• Reasonable workload (not cramming 10 dogs per groomer per day)
• Career growth path (lead groomer, manager, salon director)

Frequently Asked Questions

How do I find groomers to hire?

Employee referrals, grooming schools, Facebook groups, Indeed with grooming-specific keywords, and industry events. Referral bonuses and competitive pay listings attract better candidates.

What should I look for when hiring a groomer?

Technical skill (do a skills test), handling ability, speed, reliability, client communication, and team fit. A hands-on test matters more than a resume.

How do I keep groomers from leaving?

Competitive pay, quality equipment, positive culture, continuing education, schedule flexibility, and respectful management.