How to hire a spa director

How to hire a spa director, step by step

Here's a step-by-step spa director hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a spa director job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new spa director
• Step 8: Go through the hiring process checklist

What does a spa director do?

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1. Identify your hiring needs

   The spa director hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A spa director's background is also an important factor in determining whether they'll be a good fit for the position. For example, spa directors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of spa director salaries for various roles:

   Type of Spa Director	Description	Hourly rate
   Spa Director		$11-42
   Spa Manager	Spa Managers are responsible for managing the operations of spas. Their duties include being the main aesthetician carrying out the body and facial treatments, supervising the maintenance of the facility, creating budget reports, and developing marketing campaigns... Show more	$15-31
   Fitness Director	A fitness director manages a fitness facility's operations. These operations include creating fitness programs, monitoring staff, scheduling shifts, and even managing the fitness center budget... Show more	$15-40

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Reservations
   • Front Desk
   • Guest Satisfaction
   • Spa Services
   • Cleanliness
   • Spa Operations
   • Spa Management
   • Retail Sales
   • Staff Training
   • Skin Care
   • Spa Equipment
   • Inventory Control
   • Financial Reports

   Check all skills

   Responsibilities:

   • Manage outside appointment bookings which include traveling, security, POS systems, equipment storage & maintenance.
   • Ensure routine maintenance of all spa equipment are kept along with the highest level of cleanliness throughout spa.
   • Produce all event materials and handle reservations.
   • Monitor inventory, coordinate purchasing and process payroll.
   • Recommend improved cleaning products or cleaning methods towards optimal levels of sanitation and cleanliness.
   • Develop and implement standard operating procedures including payroll systems, training protocols, inventory control and purchasing methods.

   More spa director duties

3. Make a budget

   Including a salary range in your spa director job description is one of the best ways to attract top talent. A spa director can vary based on:

   • Location. For example, spa directors' average salary in hawaii is 59% less than in alaska.
   • Seniority. Entry-level spa directors 73% less than senior-level spa directors.
   • Certifications. A spa director with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a spa director's salary.

   Average spa director salary

   $47,024yearly

   $22.61 hourly rate

   ---

   Entry-level spa director salary

   $24,000 yearly salary

   Updated January 30, 2026

   Average spa director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$69,637	$33
   2	District of Columbia	$65,382	$31
   3	Virginia	$65,280	$31
   4	Maryland	$58,332	$28
   5	Nevada	$57,947	$28
   6	New York	$54,200	$26
   7	Massachusetts	$50,849	$24
   8	South Carolina	$50,595	$24
   9	New Jersey	$48,304	$23
   10	Colorado	$46,255	$22
   11	Illinois	$44,926	$22
   12	Texas	$42,588	$20
   13	Louisiana	$40,481	$19
   14	Alabama	$40,277	$19
   15	Arkansas	$39,368	$19
   16	Florida	$35,798	$17
   17	Hawaii	$31,904	$15

   Average spa director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Lincoln Holdings LLC	$58,209	$27.99
   2	Roseville Joint Union High School District	$55,371	$26.62
   3	Bliss	$53,799	$25.86
   4	Four Seasons Hotels and Resorts	$51,461	$24.74	15
   5	Fairmont Schools	$50,228	$24.15	3
   6	Rosewood Hotels & Resorts	$49,985	$24.03	3
   7	Mandarin Oriental	$48,815	$23.47	1
   8	Goodwin Recruiting	$47,026	$22.61
   9	WTS International	$44,879	$21.58
   10	Marriott International	$43,560	$20.94	45
   11	Auberge Resorts Collection	$37,973	$18.26	8
   12	Pocket Network	$37,852	$18.20
   13	California	$37,852	$18.20
   14	FAIR OAKS FOODS	$36,571	$17.58
   15	Hilton	$36,202	$17.40	19
   16	Rancho Bernardo Inn	$35,378	$17.01
   17	Aimbridge Hospitality	$34,711	$16.69
   18	Kinsley Power Systems	$33,640	$16.17
   19	Hand & Stone Massage and Facial Spa	$32,514	$15.63	269
   20	PCH Hotels & Resorts	$31,832	$15.30	14

4. Writing a spa director job description

   A spa director job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a spa director job description:

   Spa director job description example

   Arch Amenities Group, the world's leading spa, fitness and amenity management firm, is seeking an Executive Spa Director for a luxury hotel spa in Manhattan, New York, NY. Prior hotel Spa Director and Forbes standards experience required.
   
   The Spa Director is a visionary and one who incorporates progressive thinking with exceptional management skills and fine-tuned leadership qualities. Must have a minimum of five years of Spa Director experience. This individual will have excellent communication skills and will be successful in balancing the needs of the spa, the guests, and the employees. The Spa Director will have a full understanding of the complexity of properly and efficiently operating this area. In addition to having exceptional organizational skills, marketing ability, and an eye for detail, the Spa Director must have the knowledge and aptitude to evaluate and manage labor costs and expenses related to the spa as its many components are important to the spas overall success. Having the capability to recognize trends in the market place and evaluate the needs for spa guests is paramount to keeping the spa fresh and enjoyable. The Spa Director will play an integral role in providing training guidance, and consistency in high quality service for all staff at the spa.
   Responsibilities
   
   * Responsible for hiring, managing and visually monitoring staff performance (Massage Therapists, Estheticians, Nail Technicians, Spa Concierge, Spa Attendants, Spa Pool Attendants, and spa retail)
   * Responsible for training, development, coaching & counseling, disciplining, and terminating employment of staff
   * Managing the ongoing training, inspections, and results of Standards to include Forbes, Leading Quality Assurance, and AAA
   * Monitors customer service improvements and operational efficiency
   * Monitors continuing education, obtaining/maintaining certifications
   * Trains staff in all service procedures and communication standards that are outlined in the Standard Operating Procedure Manuals
   * Motivate all staff with daily supervision and support
   * Product knowledge and maximizing sales (products and services)
   * Receive and resolve all departmental guest complaints in a timely manner, including follow-up
   * Maintain strong organizational and computer skills
   * Provide clear direction in advising and instructing staff in details of their work
   * Manage and monitor labor costs, payroll, and supplies
   
   Qualifications
   
   * Minimum of 5 years experience as a Spa Director, comparable luxury market preferred
   * Demonstrated management skills
   * Superior customer service skills
   * Leadership skills
   * Ability to multi-task
   * Strong attention to detail and organization
   * Solid scheduling experience
   * Excellent computer skills
   * Clear and concise written and verbal communication skills
   * Able to lift up to 50 lbs.
   * Must be flexible with schedule and can work weekends and holidays
   
   Facility/Job Highlights
   
   Arch Amenities Group is an equal opportunity employer dedicated to maintaining a diverse and inclusive workforce.

   Copy this example

   

5. Post your job

   There are a few common ways to find spa directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your spa director job on Zippia to find and recruit spa director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit spa directors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new spa director

   Once you have selected a candidate for the spa director position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new spa director. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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