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What decides a salon for a beauty student isn't the terms; it's the feel of the people working there. We show an assistant's day on video and take salon visits and applications through a recruitment landing page and LINE.
TikTok
Instagram
Meta ads
Official LINE account
Numbers
56.4%
Half of those with a licence aren't working as stylists
Dormant stylist rate. The employment rate is 43.6%, up for a third consecutive year from 41.7% in 2024
Recruit, Beauty Salon Employment Survey 2026, surveyed February 2026 (main survey, n=3,170)42.5%
Once in: four in ten leave within three years
Turnover within three years of joining as a graduate. 9.6% leave within six months
Recruit, Beauty Salon Employment Survey 2026, surveyed February 2026 (main survey, n=3,170)22.0%
Even with a licence, one in five never works on the floor
Share who have never worked as a stylist despite holding a licence
Recruit, Beauty Salon Employment Survey 2026, surveyed February 2026 (main survey, n=3,170)50.2%
In the first six months, pay is what trips them up
The top gap graduates felt within six months of joining: pay. Working hours follow at 45.3% and days off at 38.0%
Recruit, Beauty Salon Employment Survey 2026, surveyed February 2026 (main survey, n=3,170)60.1%
What brings them back: flexibility over hours
Flexible working hours, cited by dormant stylists as a condition for returning. 29.9% would consider returning at all
Recruit, Beauty Salon Employment Survey 2026, surveyed February 2026 (main survey, n=3,170)11properties
Salons closing for lack of staff: an all-time high
Salon insolvencies directly attributed to staff shortages (2025). The highest since records began in 2013
Teikoku Databank, Salon Insolvency Trends (2025), January 2026Issues
01
A job posting carries pay, days off and benefits. Set beside other salons in your catchment, the larger groups have the advantage.
The fixWe put into words why the long-serving stylists stayed, and use it as the copy for the video and the landing page.
02
Beauty students always look up the salon name before applying. With nothing to find, all they see is what people who left wrote.
The fixWe film an assistant's day in POV, so students searching the salon name see what the workplace is actually like.
03
A day in the assistant years, the practice hours, how easy it is to take time off: none of that fits a job posting. That gap is what leads to people leaving.
The fixWe disclose the practice hours and the inconvenient parts up front, and take visits and applications on LINE.
Solution
01
We ask why the stylists who have been there longest didn't leave, and what should be disclosed up front. The copy for the video and the landing page comes from those words.
02
From the morning briefing to clocking off, including being taught by a senior stylist and the practice hours, all in first person. Even where faces are difficult, the hands and the tools carry it.
03
We put the application form and 'add us on LINE' side by side, and finish the visit scheduling inside LINE. The tools are contracted in the salon's name.
04
Videos that grew go into advertising, narrowed by commuting distance from the colleges and by age. How the legally required details appear gets decided at this stage too.
What we watchViews, average watch time, profile visits
What we watchProfile views, saves
What we watchCost per application, interview rate
What we watchArrivals at the landing page, form completion rate
What we watchFollowers gained, visits completed
The set-up listed is only an example. Graduate-led or experienced-led hiring changes the order.
Results
Hair salon / graduate recruitment
A salon that switched to showing an assistant's day in POV.
Graduate applications 6 → 180 (30x)
23,000 followers in the first two months
Beauty students decide on people, not terms.
Getting those people seen before anyone applies is our job.
Process
All you provide is the time to film
Phase01
We turn who you want through the door into the salon's own words.
Graduate beauty students, experienced stylists or returners. We settle which first, then ask why people have stayed and what should be said up front.
Phase02
We film the working day without dressing it up.
The morning briefing and opening prep, being taught by a senior stylist, and the practice after close, filmed in batches from an assistant's point of view. What may appear in frame gets agreed here.
Phase03
We build the place applications land before anything runs.
A recruitment landing page, ad banners and original video, produced by us. The application form and the LINE follow sit side by side, and the ad account gets set up at this stage.
Phase04
Delivery starts as little as ten working days after filming.
We run the delivery for you in the first month, narrowing it by commuting distance from beauty colleges and the salon, and by age, with daily checks.
Phase05
We look past applications to visits and hires.
Budget moves to the videos with the lowest cost per application, and we keep improving the landing page. The test period is three months, and reporting includes visits completed and interview rate.
FAQ
We switched from the terms on the job posting to video showing an assistant's day as it is. A state where the feel of the workplace is clear before anyone applies. That was the change.
From what we see, most salons do better starting with one. We suggest splitting it out once the number of salons grows and the roles and locations diverge.
No faces needed. In first person you can show the day through the hands, the tools and the conversation in the salon without showing anyone's face. How far it goes gets agreed in writing.
It isn't a proposal to drop them. Even someone who found you through a board will search the salon name before applying. Fill in what's behind that search and the boards work differently too.
There is. The aim isn't reach; it's sharpening the picture for someone already considering applying. Starting with one video on the recruitment page is perfectly fine.
There are. Under the Employment Security Act, the duties, location, hours and pay have to be verifiable from the post. How that gets laid out is handled by us.
Services
End-to-end support from account strategy through filming, editing, posting and analytics
First-person short-form video. No cast, fast turnaround, low cost — and the experience comes through
Cast the right creators for your goal from a network of over 20 million combined followers
Small tests identify the winners first, so budget goes only where it drives traffic and revenue
Multilingual social marketing that maximizes the inbound visitors you attract
Awareness, conversion tracking and nurturing in one pipeline, powered by our playbooks and AI
Recruitment marketing that reaches the 94% job boards never touch, through short-form video ads made for you
End-to-end Japan market entry for overseas brands: localization strategy, official social accounts, POV video, PR and on-site activation
Shopify and BASE store operations, plus channel manager, LINE and Meta ads integration with your booking system, so your marketing has somewhere to land
Free consultations and quotes available
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