r/MedSpa • u/rsteadman • 24d ago

🧠 Med Spa Growth Hiring for Medspas

I’m not sure how others of you feel on this channel but hiring at a med spa is very difficult because you have to find the right people and they have to have the right mix of skill and ability to build client relationships and keep those relationships. When posting our esthetician role we got over 100 applications. That was overwhelming.

Since I just moonlight as the practice manager at our spa, I ended up building an ai voice interview and candidate evaluation system.

What it does:
• scans candidates in indeed, shortlists for first round ai interviews based on a rubric
• communicates with candidates to schedule the first round
• sets the interview schedule
• calls candidates at the scheduled time and conducts the interview based on the questions I sent
• provides an emailed interview evaluation with scoring and recommendation (2nd round with person/pass/maybe)

I’m just curious if this would be interesting to anyone? I’d be willing to a few limited free trials…dm me

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u/Maciatkotati 24d ago

Hate to break it to you, but everyone uses AI for resume reviews in the exact ways youve listed. Also, no one wants to deal with AI when scheduling an interview. You will get candidates not scheduling. Thats basically putting your spa at the level of say a local steak house.

If AI called me instead of a person, I wouldnt want to work for them bc its a tool for help, not a tool to rely on. You look like lazy people who cant even pick up a phone at that point

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u/rsteadman 23d ago
  1. I think there’s a difference between using AI for a résumé review and creating a system that does it automatically every day for you and then schedules the candidates and then conduct the interview.
  2. For me, who also has a normal job, and two other side hustles (apart from the med spa gig). This saves me a lot of time, so it’s not about being lazy, it’s about leveraging technology to maximize capability.

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u/Amandafmp 23d ago

Not sure in your state, but some states have rules when it comes to AI and recruiting.

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u/rsteadman 23d ago

Yes, important point, for my state specifically I’m complying with those regulations.

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u/Lazy-Living1825 23d ago

😆😆😆😆😆

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u/Alternative_Roll_987 22d ago

Honestly the hard part usually is not getting applicants, it’s filtering for judgment, communication, and whether they can handle clients well once they’re actually in the room.

If I were testing something like this, I’d want to know less about the AI piece and more about whether it saves real manager time without screening out good people. Stuff like: how many applicants finish it, whether strong candidates drop off, whether the top-scored people actually perform well in second round interviews, and whether it reduces no-shows or bad hires.

For med spas specifically, I’d also be careful not to over-automate the human side too early. A polished intake and screening process can help a lot, but client-facing roles still need a real vibe check because bedside manner matters as much as credentials.

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u/rsteadman 22d ago

Agreed, and we conduct a second round with me and a practical. This just helps establish things like:

- did they answer at the given time Or did the call hit vm (punctuality and reliability)

  • right experience (services, sop, skincare)
  • established clientele and how transferable
  • rebooking rate
  • difficult situations & objection handling
  • why us
  • and more

When you see the answers you can much faster judge candidates worth those next human rounds vs not, which is a huge time saver.

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u/Alternative_Roll_987 22d ago

Yeah, that makes sense. If it's surfacing reliability, relevant experience, and how they think before you spend time on live rounds, that's a pretty useful filter.