Hiring for a smoke shop is one of the hardest parts of the business.
Not because there aren’t people looking for jobs.
But because 90% of the people who walk through your door want a paycheck — not a purpose.
Here’s the truth:
If you don’t take hiring seriously, your shop will bleed money, reputation, and inventory.
Let’s break this down before you make another dumb hire.
Step 1: Know What You’re Actually Hiring For
You’re not just hiring a body to stand behind the counter.
You’re hiring someone who needs to:
Understand product — from pipes to papers to cannabinoids
Upsell and cross-sell — because you’re not Walmart, and every sale counts
Watch for theft — and not just from customers, but from staff
Deal with people — including the weirdos, the window shoppers, and the cops
So if your only requirement is “must be chill” or “must like weed,” you already screwed up.
Step 2: Spot the Red Flags (Before They Steal From You)
Here’s what to look for — and avoid — in interviews:
“I used to work at [your competitor]” → Ask why they left. If it’s drama, it’ll follow them.
“I’m always on time” → Translation: “I’m late but I’ll make excuses.”
“I just love the vibe in shops” → They want a hangout, not a job.
“I’m good with people” → Watch how they treat your cashier when they walk in.
Real talk:
If you get a weird gut feeling, don’t ignore it.
That weird vibe becomes a chargeback, missing inventory, or a complaint review.
Step 3: Train or Get Burned
Don’t assume someone knows how to sell a vape or explain THCA just because they’ve smoked before.
What to do:
Give them 3 days of shadowing before they ever touch a register.
Create a one-page cheat sheet of bestsellers, ID laws, and upsell tactics.
Test them. Yes, test. If they can’t explain the difference between Delta-8 and Delta-9, they’re not ready.
If you don’t train them, you can’t blame them.
But if you do train them, and they still suck — fire fast.
Step 4: Keep Your Eyes Open After They’re Hired
Here’s where most owners get lazy.
They think once someone’s hired, it’s set-it-and-forget-it.
Wrong.
You need to be watching:
Camera footage — especially when they’re alone.
Cash drawer counts — every single night.
How they talk to customers — it affects your Google reviews.
Whether they upsell or just ring stuff up — that’s profit lost.
Good employees make you money.
Bad ones cost you every single day they stay on payroll.
Step 5: Build Loyalty Without Getting Walked On
You want to build a team, not a daycare.
But loyalty is a two-way street.
Here's how you build a team that gives a damn:
Set expectations from Day 1. Show up late? You're done.
Reward performance. If they’re moving high-margin product, recognize it.
Rotate responsibilities. Let the good ones grow. Make them feel like they have a stake.
Show them the why behind what you do. Most never had a boss that did that.
But don’t be soft.
You’re a leader — not their buddy.
Final Word from Chad Wade
This is a business, not a lounge.
You don’t owe anyone a job — they earn it.
Hiring is hard. But it’s your responsibility.
And if you keep turning a blind eye to bad hires, don’t cry when your drawer comes up short or your store gets a 2-star review.
Fix your hiring. Protect your shop. Build your future.
Because if your staff doesn’t care about your business…
Then your business is just waiting to die.
Want more real advice to run your shop the right way?
Subscribe at ChadWadeTV.com or hit me up on socials. I’ll tell you what you need to hear — not what you want to.