Darryl Turner

When hiring a massage therapist, most business owners zero in on technique. Can they do deep tissue? Are their strokes smooth? Do they know trigger point therapy? And yes — technical skill is important. But it’s only part of what makes a great hire. If you’ve ever hired someone who seemed great during the hands-on trial but later caused issues with clients, clashed with coworkers, or just didn’t “fit in,” you’ve learned this the hard

If you’ve ever posted a massage therapist job ad and gotten crickets — or worse, a flood of underqualified applicants — you’re not alone. Most job ads in the wellness industry are vague, boring, or too generic to stand out. They blend in with every other “now hiring LMT” post out there. But here’s the truth: great hiring starts with great messaging. Your job ad isn’t just an announcement. It’s an invitation. A filter. A

Hiring a new massage therapist for your team? Before you invite them in for a hands-on interview or working interview, the massage therapist phone interview is your first — and best — chance to screen for fit, professionalism, and basic qualifications. But here’s the problem: most practice owners treat the phone screen like a casual chat. They wing it. They don’t take notes. They skip questions that matter. And as a result, they waste time

Hiring a massage therapist isn’t just about what’s on their resume. You need to see how they actually perform bodywork — how they move, how they interact with a client, and whether their technique matches the quality your business promises. That’s why hands-on interviews (also called working interviews, practical assessments, or “test massages”) are so essential when hiring for a massage or spa business. But here’s the problem: most practice owners don’t have a structured