ScrubOps
A med spa talent solution

Two hiring lanes, one med spa staffing partner.

ScrubOps helps aesthetic practices solve front-office capacity and clinical hiring with remote support staffing, local med spa recruiting, and the operating structure to launch each hire cleanly.

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01Remote support for scheduling, lead follow up, CRM, and patient comms.
02Local searches for injectors, estheticians, managers, and clinical leaders.
03Replacement guarantees and onboarding structure written into every engagement.
The hiring problem

Growth is outpacing the team.

Med spas are booking more treatments, opening new locations, and investing in demand generation while the same operational and clinical bottlenecks quietly cap revenue.

1

Front office overload

Phones, intake, scheduling, CRM updates, and reminders pile onto the same small team.

2

Leads cool off fast

High-intent inquiries lose momentum when follow up takes hours or days instead of minutes.

3

Strong injectors are scarce

The providers who can move revenue are usually employed, passive, and hard to reach through job boards.

4

Patient comms slip

Consult reminders, post-treatment check-ins, and rebooking outreach fall through when the clinic gets busy.

5

Managers wear ten hats

Practice leads end up running ops, sales, recruiting, training, and patient experience with no backup.

6

One hire cannot fix both gaps

The constraint is operational and clinical, so ScrubOps separates the work into two focused hiring lanes.

The solution

One offer. Two hiring lanes.

Med spa owners get one talent conversation. Each role still gets the economics and delivery model it actually needs.

Remote med spa support coordinator managing scheduling and patient follow-up
Lane 01 - Remote support staffing

Offshore-led support for the work that keeps the clinic moving.

Trained remote talent for scheduling, inbound calls, lead follow up, patient communication, CRM updates, admin, concierge support, and light sales coordination.

  • Remove admin pressure from the clinic floor.
  • Respond to leads in minutes, not days.
  • Keep the schedule tight without burning out the front desk.
Med spa owner interviewing a local injector candidate
Lane 02 - Local med spa recruiting

Specialized searches for licensed, in-person, revenue-producing roles.

Direct outreach and screening for injectors, aesthetic nurses, NPs, PAs, estheticians, laser techs, treatment coordinators, practice managers, and clinical leaders.

  • Reach passive candidates already working in aesthetics.
  • Align credentials, compensation, culture, and chair economics.
  • Coordinate interviews and offers with a clear search structure.
Best-fit roles

Built around the roles med spas hire again and again.

ScrubOps scopes each role around the practice workflow first, then recruits against the actual operating need instead of a generic assistant or generic healthcare job description.

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Remote support

Scheduling coordinator

Calendar control, intake routing, reminders, and consult booking support.

Remote support

Lead follow-up coordinator

Fast response, CRM updates, nurture touches, and booking handoff.

Local recruiting

Injector or aesthetic nurse

License-aware sourcing for providers who can drive retention and revenue.

Local recruiting

Practice manager

Operational leadership for growing clinics and multi-location teams.

Hiring resources

Build the staffing plan before the search starts.

Use the ScrubOps role guides and blog to compare what each hire should own, how to screen for fit, and which pricing lane makes sense.

Remote support7 min read

Remote med spa receptionist

See what to delegate, what should stay inside the clinic, and how to launch a remote receptionist with clean boundaries.

Read guide
How it works

From role pressure to a launched hire.

1

Diagnose the constraint

We determine whether the bottleneck is remote support, local clinical talent, or both.

2

Scope the role

Responsibilities, systems access, patient communication standards, and success metrics are written down.

3

Recruit and screen

ScrubOps runs sourcing, screening, candidate handoff, interview support, and offer coordination.

4

Launch with structure

Onboarding, workflow setup, SOPs, and replacement terms are finalized before the hire starts.

Pricing model

Sold together. Priced to the work.

Lane 01 - Remote support

Remote support placement

$4,500 one-time placement fee

Role scoping, sourcing, screening, matching, onboarding handoff, and replacement guarantee.

Lane 01 - Workflow setup

Placement plus launch support

$6,500 placement plus SOPs, training, and tool guidance

For practices that want the hire launched with stronger workflow documentation and operating support.

Lane 02 - Founder pricing

Local med spa recruiting

15% of first-year base salary in the launch year

Every client, every role: injectors, leadership, clinical roles, and operations roles.

Lane 02 - Standard pricing

Specialized local search

20-25% of first-year base salary after founder pricing

Standard roles at 20%. Injectors, NPs, PAs, practice managers, and directors at 25%.

Responsible delivery

Patient data access is scoped before launch.

For med spa workflows that touch patient information, access controls, privacy expectations, business associate requirements, and client agreements are reviewed before any patient-data access is granted.

Implementation checklist

  • Role responsibilities and systems access are explicit.
  • Patient communication standards are documented during onboarding.
  • CRM permissions and call-handling expectations are defined in writing.
  • Replacement guarantee terms are included in the client agreement.

Need remote support, local clinical talent, or both?

Bring us the roles that are slowing down growth. We will help you decide which lane fits first.

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