Staffing is your largest controllable cost and your primary revenue engine. The people you hire—their licensure, skill, and retention—determine whether you can scale profitably or hemorrhage margin to turnover and training. Unlike toxin and filler, where manufacturer rebates and loyalty programs shift your unit economics, labor costs move with local market conditions, state scope-of-practice rules, and the tightness of the clinical talent pool. This guide maps realistic compensation ranges by role, explains the structural drivers of wage pressure, and flags where the market is moving fastest.