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Discounted services for Barber/Beauty shop and Massage Therapy. Located in High Point, NC, our community consists of Independent Living, Assisted Living, Healthcare Households, Transitional Rehab, Memory Support, and coming soon, Adult Day Care. If you enjoy working with Senior adults and strive to inspire extraordinary living in others, you will love becoming a part of our team.
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Great communication skills A motivating attitude Top-notch technical skills Flexible and organized Driven to achieve goals Licensed to cut hair Requirements: Cosmetology and/or barber license (licensing requirements vary by state/province) What benefits may be offered by each salon owner in return.
$27 - $47 an hourExpandUpdated Today - UpvoteDownvoteShare Job
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Must have a valid barber or cosmetology license. Full or Part-time hair stylist. Must have a valid barber or cosmetology license. It all just depends on how proficient you are, but no one in my company earns less than $20/hr in total.
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Our salon in Ft. Worth on University by TCU is looking for talented hair stylists who are passionate about cutting hair and making their clients look great! A valid cosmetology or barber license.
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Sport Clips of Thornton on Quebec St (Next to King Scoopers) is NOW HIRING both PT & FT Hair Stylists! PTO for both PT and FT employees. Medical, Dental available for FT employees.
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If a Guaranteed $25/hr and a sign-on bonus of $1,000 (FT) is not right for you, let a friend know and we'll pay you a $250 referral fee upon successful hire! Corner of Tylersville Road & Cox Lane - Behind Walgreens, iHop, and Chase Bank.
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Our salon in Ft. Walton Beach (next door to the Main Brew coffee shop, and near two Air Force bases!) A valid FL cosmetology or barber license. Our salon in Ft. Walton Beach (next door to the Main Brew coffee shop, and near two Air Force bases.
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HMHC is a Kansas, not-for-profit organization, committed to providing comprehensive mental health services to individuals in Kingman, Pratt, Reno, Harper, and Barber Counties. Conducts trauma-informed risk assessments as needed with the guidance of a Qualified Mental Health Professional to address safety concerns.
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Provide information and assist guests concerning: restaurants, theater/musical productions, airlines, automobile, rentals, transportation directions, office services, beauty/barber establishments, any other appropriate services and render the services of reservations for such.
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We offer: Supportive management that cares Up to 7 days of paid time off (FT employees) Plus 6 paid holidays Cash advances for equipment 401 (k) with Employer match Fully paid $10,000 life insurance policy Flexible schedules Flexible, professional apparel guidelines (business casual, colors allowed, no uniform) Great Clips is the #1 salon brand in America.
$40,000 - $55,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Shampooing, cutting, styling hairRequirements:Must have a valid barber or cosmetology license. Shampooing, cutting, styling hairRequirements:Must have a valid barber or cosmetology license. Describe different hair care products and their benefits.
$20 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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LICENSURE OR REGISTRATION REQUIRED:Employee must complete CPST Case Management on-line training, KHS on-line training, pass KBI, DCF child abuse check, adult abuse registry, and motor vehicle screens.
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We are the largest Great Clips franchisee in the country. 300 signing bonus. High volume salon, flexible hours, established customer base. Responsibilities:Consulting with clients on stylistic options for their hair.
$22 - $34 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Great Benefits/ Weekly Pay 401k with Match Health, Vision, and Dental Paid Vacation Paid Continuing Education Our Stylists make $27-$47 per hour FT/PT available What are salon owners looking for in a great Salon Manager.
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Hair Stylist/Barber Qualifications. Cosmetology and/or Barber License (licensing requirements vary by state/province) PT/FT. Experience some of the best training in the business with Great Clips University.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.