Staff training

An inexperienced tech: basic course (2–4 weeks) → practice on models (20–50 works) → 1–3 months mentorship. Don't hire 'after videos' — the client pays for experience.

Schedule: 1 training event/quarter per tech. Formats: in-person workshops (technique), online (theory, new services), internal work reviews. Budget: 3–5% of the tech's salary.

School/brand certificates — proof of skills, not a license. Important for: new techniques, device methods, injections (physicians only). Clients look at work, not a diploma wall.

Rollout: training → practice on models → staff testing → soft launch for regulars at a discount → full price. Risk — launching before the hand is trained.

Document: current tech skills → target service/level → course/mentor → deadline → readiness criterion (work photos, speed). Without a plan, courses get bought chaotically.

Options: salon pays with 6–12 months work-back (in the contract!), 50/50 split, tech pays themselves — but keeps the result. Fairest: salon pays for skills the salon needs.