Hiring Barbers in Germany: Navigating the Fachkräftemangel

Finding good barbers in Germany is brutal right now.

The Fachkräftemangel (skilled worker shortage) isn't just a news headline—it's your daily reality if you're trying to grow a team.

Here's what's actually happening and what you can do about it.

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The numbers don't lie

The situation:

• ~80,000 open positions in the German hair industry
• Apprenticeship numbers declining for years
• Average age of Friseure increasing
• Many trained stylists leaving the industry

Why it matters: You can have the perfect location, the best equipment, and clients waiting—but without skilled staff, you can't grow.

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Why the shortage exists

1. The apprenticeship pipeline is shrinking

Fewer young people want to become Friseure:

• Low starting wages during Ausbildung (€600-800/month)
• Physical demands of the job
• Better-paying alternatives in other trades
• Social perception issues

2. Trained stylists are leaving

Common exit reasons:

• Burnout and physical strain
• Low wages compared to effort
• Limited career progression
• Better opportunities elsewhere

3. The Meisterpflicht bottleneck

The requirement for a Meister creates scarcity at the top—fewer qualified people can open shops, but also fewer are available to hire as technical leads.

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What good barbers actually want

Before you can attract talent, understand what they're looking for:

1. Fair compensation

• Base salary that reflects skill and experience
• Commission or bonus structures
• Tips they get to keep

2. Work-life balance

• Reasonable hours (not 6 days/week)
• Predictable schedules
• Actual vacation time

3. Professional development

• Training opportunities
• Path to advancement
• Support for Meister qualification

4. Good working environment

• Quality equipment and products
• Respectful management
• Team culture that doesn't suck

5. Stability

• Proper employment contracts
• Health insurance and benefits
• Job security

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Competitive compensation in 2026

Berlin

Munich

Note: Munich requires higher wages due to cost of living.

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Where to find candidates

Traditional channels

• Arbeitsagentur: Free job postings, sometimes subsidies for hiring
• Handwerkskammer: Industry connections and job boards
• Friseur-specific job boards: Friseurjobs.de, etc.
• Local Berufsschulen: Connect with graduating apprentices

Modern approaches

• Instagram: Most barbers live here. Show your shop culture.
• Word of mouth: Your current team knows people
• Industry events: Messen, competitions, workshops
• Poaching: Controversial but common. Be ethical about it.

International recruitment

• EU citizens: Can work freely, may need language support
• Non-EU: Complex visa process, but possible for skilled workers
• Recognition of foreign qualifications: Through Handwerkskammer

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The interview that actually works

Don't just talk—watch them work

A trial day (Probearbeiten) is standard and essential:

• See their actual skill level
• Observe client interaction
• Check team fit
• Let them experience your shop

Questions that reveal character

• "What made you leave your last position?"
• "How do you handle a client who's unhappy with their cut?"
• "Where do you want to be in 3 years?"
• "What would make this the best job you've had?"

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Retention: Keeping the talent you find

Hiring is expensive. Keeping good people is smarter.

What actually retains staff

1. Pay them what they're worth Don't wait for them to ask or threaten to leave.

2. Invest in their growth Training, certifications, skill development.

3. Respect their time Predictable schedules, real breaks, actual days off.

4. Create ownership Involve them in decisions. Listen to their ideas.

5. Build culture, not just a workplace Team events, shared goals, mutual respect.

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Alternative staffing models

If traditional employment isn't working:

Chair rental (Stuhlmiete)

• Barbers pay you rent, run their own business
• Less control, less responsibility
• Attracts entrepreneurial types
• Legal and tax complexity

Commission-only

• Higher earning potential for strong performers
• Risk for the stylist
• Can attract experienced talent
• Must be structured legally

Hybrid models

• Base + commission combinations
• Performance bonuses
• Profit sharing

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The Ausbildung investment

Long-term solution: Train your own talent.

Requirements to offer Ausbildung:

• Meister qualification (yours or an employee's)
• Approval from Handwerkskammer
• Proper training plan
• Time commitment to teaching

Benefits:

• Shape skills to your standards
• Build loyalty from day one
• Access to apprenticeship subsidies
• Contribute to the industry's future

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The bottom line

The Fachkräftemangel is real, but not insurmountable.

Shops that offer fair pay, good conditions, and genuine opportunity will find talent. Those that don't will struggle.

Be the shop people want to work for—not just the one that happens to be hiring.

👉 Vinci 26 helps barbershops manage teams, scheduling, and operations—so you can focus on building a workplace worth joining.

Great barbers want to work for great shops.