What if the top injector you want is quietly interviewing you before you ever sit down together? 👀
In our latest video, Kristen and Angela break down the concept of the Reverse Interview, a perspective most practices do not consider. If you are struggling to attract or retain top injectors, this conversation can change how you hire, communicate, and present your culture from the very first touchpoint.
Why the Reverse Interview Matters
Many practices go into an interview thinking they are evaluating the candidate, but the reality is top talent is quietly assessing your practice from the very start. Injectors are paying attention to everything: leadership, culture, training, communication, and opportunities for growth.
Kristen explains, “Turnover for injectors has surged in the last 24 months. Demand for great injectors is higher than supply in most places. Many get approached for jobs weekly, sometimes even daily if they are highly skilled. Most leave because of culture, not compensation.”
This means that top injectors are not just choosing a job. They are choosing you over your competitors. How your practice comes across in those first interactions can make all the difference.
What Injectors Really Notice
Injectors pick up on subtle details that can either attract or push them away. Here are a few key things they notice:
Front desk energy and hallway vibes – 72% of injectors say their first impression comes from the front desk. How your team greets them and interacts matters.
Red flags in scheduling and communication – repeated rescheduling, delayed responses, or disorganization can make top talent question if your practice is professional and stable.
Over-sharing personal drama or discussing past employees – this signals instability and can create doubt about the practice culture.
Unclear expectations or role responsibilities – ambiguity around duties, social media involvement, or other tasks can overwhelm candidates.
Even small mistakes can cost you top talent. In fact, over 40% of injectors decide whether to accept a job within the first two minutes of entering the practice.
How to Win Them Over
Attracting and retaining top injectors comes down to professionalism, structure, and clarity. Here are some strategies:
Structured onboarding: Plan their first days and weeks carefully, provide clear training, and introduce them to your support systems so they feel prepared and confident.
Transparent communication: Set clear expectations for performance, scheduling, and growth opportunities. Transparency builds trust.
Hands-on evaluation: A working interview allows you to confirm skills, observe how they interact with staff, and ensure they align with your culture.
Consistent follow-up: Stay engaged throughout the hiring process. Prompt updates show that you value their time and interest.
Kristen notes, “Top-performing practices that audit the candidate experience reduce injector turnover by 25 to 30 percent. Focusing on culture, structure, and clear communication is how you attract and keep top talent.”
Bonus Resources
To help you implement these strategies and attract the best med spa talent, check out these resources from Diamond Accelerator:
Med Spa Recruiting – Expert guidance for finding top injectors and staff.
Hire Top Med Spa Talent – Access structured hiring services to secure the best talent.
If they do not perform, you do not pay.
By viewing hiring through the lens of the Reverse Interview, you will not only attract top injectors but also create a hiring process that earns their trust, respects their expertise, and sets your practice up for long-term success.
When your candidates feel seen, supported, and aligned with your culture, they are far more likely to say yes and stay for the long term.
