Hiring & Retention in Boutique Fitness: Lessons from Kyle at Fit Path Consulting
Staffing is one of the biggest headaches in boutique fitness. Finding the right people is hard. Keeping them? Even harder. If you’ve ever struggled with high turnover, hiring the wrong fit, or feeling like you’re constantly putting out staffing fires—you’re not alone.
That’s exactly why we brought in Kyle from Fit Path Consulting for Session Two of the Pipeline Solutions Staffing Series. From hiring and training to leadership development, he’s helped fitness studios build high-performing teams that actually stick. Here’s what we learned.
Hiring in Fitness Is Different—Stop Treating It Like Every Other Industry
Fitness studios aren’t just hiring sales reps. You’re building a team of people who will shape your brand, impact retention, and create the member experience. And yet, hiring is often rushed, reactive, and based on a resume alone.
Kyle sees three main reasons why studios struggle with hiring:
- Your job posts are boring and uninspiring. (If it sounds like every other listing, it won’t attract the right people.)
- You’re hiring based only on experience—not culture fit.
- There’s no clear path for growth, so people leave.
The solution? Be intentional at every step.
Your Job Post Is Your First Impression—Make It Count
Most fitness job posts are painfully bland.
Bad Example: “Seeking an experienced coach to lead group fitness classes.”
Kyle’s Fix: “Looking for an energetic, community-driven coach who thrives in a fast-paced, high-energy studio.”
People don’t just want a job. They want to belong somewhere. If your job post doesn’t reflect your studio’s personality and mission, you’ll attract the wrong people—or worse, no one at all.
Kyle’s Tip: Feature your team in the hiring process. Have them share what they love about working at your studio in short video testimonials. It’s more powerful than any job description.
Culture Fit Over Resume—Always
A strong resume doesn’t always mean a strong hire.
Kyle sees it all the time: studios hire someone technically qualified, but they don’t mesh with the team or members. Before long, they’re out the door.
Instead, look for:
- Passion for your studio’s workout style (HIIT, Pilates, Strength, etc.)
- People skills—coaches should connect as much as they cue
- A shared vision—does this person align with your studio culture?
Kyle’s Hack: Before making a final offer, invite candidates to take a class. Watch how they interact with members and your team. That will tell you more than any interview ever could.
Pay & Growth Matter More Than You Think
People don’t leave studios because they love job-hopping. They leave because they don’t see a future.
Common reasons staff walk away:
- Low pay (If you offer $16/hr with no bonuses, expect high turnover.)
- No growth opportunities (If there’s no path forward, why stay?)
- Burnout (Overworked, underappreciated employees don’t last.)
How to fix it?
- Offer clear compensation & bonus structures (Performance-based incentives, referral bonuses, etc.)
- Show them a career path (GM, Regional Manager, Mentor—get creative.)
- Build a culture they want to stay in (Regular check-ins, team wins, growth opportunities.)
Kyle’s Takeaway: If you know someone isn’t working out, start recruiting before they leave. Hiring in a panic leads to bad decisions.
Time to Fix Your Hiring & Retention Strategy
Hiring and retention don’t have to be a constant struggle.
- Write job posts that actually attract the right people
- Prioritize culture fit over experience alone
- Pay well, provide growth, and create a team culture that people don’t want to leave
The studios that win? They don’t just focus on members—they build the right team first.
Catch the full replay of our Staffing Series session with Kyle here.
And stay tuned for our next Staffing Series guest—another deep dive into hiring, retention, and leadership in boutique fitness.
