A useful hiring budget separates the recruiting fee from employee compensation and onboarding costs. ScrubOps charges 25% of first-year base salary for injectors, NPs, PAs, and leadership, and 20% for standard local roles.

How local med spa recruiting is priced

ScrubOps recruits local, US-based talent for med spas, from front-office staff to clinical providers and practice leaders. Recruiting fees are calculated as a percentage of the successful hire’s first-year base salary.

Specialized searches for injectors, NPs, PAs, practice managers, directors, and other leaders are 25%. Standard searches for estheticians, laser technicians, treatment coordinators, and front-office staff are 20%. The client agreement defines the search scope, payment schedule, and replacement terms.

  • Injectors, NPs, PAs, practice managers, and leadership: 25% of first-year base salary.
  • Estheticians, laser technicians, treatment coordinators, and front-office staff: 20% of first-year base salary.
  • Clear role scope and compensation alignment before outreach.
  • Payment and replacement terms documented in the client agreement.

Calculate the recruiting fee

For an injector with a $120,000 first-year base salary, a 25% recruiting fee is $30,000. For a treatment coordinator with an $80,000 first-year base salary, a 20% fee is $16,000. These examples illustrate the calculation; they are not salary recommendations or quotes for a particular search.

Use the role’s first-year base salary for the calculation. The recruiting fee is separate from the compensation the employee receives. Review the agreed salary and fee with your recruiting team before an offer is finalized.

  • Confirm the annual base salary used to calculate the fee.
  • Apply the rate for the role being filled.
  • Review payment timing before beginning the search.
  • Keep employee compensation and recruiting costs separate in the budget.

Choose the hire that addresses the real bottleneck

A receptionist, injector, and practice manager solve different capacity problems. Start with the constraint: patient communication, provider availability, consult follow-up, or daily operating leadership.

Then define the local market, schedule, qualifications, and compensation range. A focused search helps you assess candidates against the work your practice actually needs done.

  • Front-office staff for patient check-in, calls, and scheduling.
  • Injectors and clinical providers for treatment capacity.
  • Treatment coordinators for consult handoffs and approved follow-up.
  • Practice managers for team accountability and daily operations.

Budget beyond the recruiting fee

The recruiting fee is only one part of the budget. Med spas should also plan for compensation, benefits, training time, systems access, and the manager attention needed to make the hire successful.

Before the start date, assign an onboarding owner and define the new hire’s first priorities. A clear launch plan helps the candidate contribute and gives the clinic a practical way to evaluate progress.

  • Employee compensation and benefits.
  • Manager time for onboarding and feedback.
  • Clinic protocols, scripts, and systems access.
  • First-month responsibilities and review points.