Courtside Cuts: The Hairstylist Who Pampers Players at the U.S. Open

Julien Farel, with a regular clientele that includes Catherine Deneuve, Kate Moss, Brooke Shields, Sienna Miller, Liam Neeson, and countless other high-profilers, is among the most sought-after hairstylists today. His haircuts command a rate of US$1,250, and an appointment to see him is considered a coveted “get.”

But Farel’s role as the official stylist for the U.S. Open may be his biggest calling card, at least according to Farel himself, who’s had the gig since 2007.

“I approached the Open about having an onsite salon for players at the tournament, and it took me five years of pitching to finally get the contract,” Farel, a native of France, says during an interview at his eponymous salon at the Loews Regency New York hotel on Manhattan’s Upper East Side. (He has a second salon in Palm Beach, Fla.)

The position has Farel and seven employees creating a temporary salon at Arthur Ashe Stadium in Queens, N.Y., on the penthouse level in a secure area where players can freely walk around without being surrounded by spectators.

The roughly 250-square-foot space is a perk for the 500 or so stars who participate in the Open and offers haircuts, blow-dries, hairstyling, and makeup sessions, manicures and pedicures, Farel says. It debuts for the season two days before the tournament begins and is open from 9 a.m. to 6 p.m. throughout the event. The official dates for the 2024 U.S. Open are Aug. 26 to Sept. 8.

Over the years, his salon has hosted several hundred players, according to Farel, including Roger Federer, Serena Williams, Coco Gauff, and Novak Djokovic. Retired players, including Billie Jean King, whose moniker is part of the official name of the U.S. Open venue—the USTA Billie Jean King National Tennis Center—have also stopped in, Farel says.

“The players make appointments, but if an A-Lister like [Rafael] Nadal or Djokovic walks in, we try to make it work,” Farel says. “We’re busy all day for the entire Open.”

Patrick McEnroe, a retired professional player and an ESPN tennis commentator of the U.S. Open, is a client of Farel’s at his Manhattan salon. McEnroe says that Farel is also a friend, and he visits him at his Arthur Ashe salon whenever he can.

“It’s a hot spot and where all the players hang out and socialise,” McEnroe says. “They love coming to the salon, and it’s a great amenity for them.”

On-site salons for players at major tennis tournaments aren’t uncommon, but Farel was the first to introduce the concept to the U.S. Open, he says. (A representative for the U.S. Open is unable to confirm if this is the case.)

Farel’s experience as a tournament stylist was the impetus for bringing his salon to the Open.

“I worked at Roland-Garros in Paris at the French Open for a decade under my mentor Jacques Dessange, who had an on-site salon there,” Farel says. “I did haircuts and styling for all the big players at the time, including Pete Sampras, Andre Agassi, John McEnroe, and Monica Seles.”

Eric Butorac, the director of player relations for the U.S. Open, says that the tournament’s executives offer the salon as a benefit to players because they recognise that they’re under the public eye and need to look their best. “We understand they’re under scrutiny, and we understand the challenge of life on the road, where they’re living out of a suitcase,” Butorac says. “Julien’s salon is well-used and an amenity that isn’t related to a player’s tennis performance the way our fitness centre or nap rooms are.”

Croatian player Donna Vekic, who is fresh off winning a silver medal at the Olympics, takes full advantage of the perk. The star says that she frequents the salon throughout the tournament for blow dries, manicures, and pedicures and also visits the Manhattan location for colour jobs.

“It’s very convenient to have it at the stadium,” Vekic says. “I want to look and feel good when I’m playing.”

And if they don’t hit up the salon during the tournament, some players will stop by when the matches are finished, Farel says. “Many of the players are so busy during the Open that they only get time to pamper themselves when the tournament is over.”

Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.

Then Clark had to do it all over again, this time with the guy’s mother.

She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.

“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.

Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.

More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.

“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”

Human resource professionals have expressed outrage on social media.

“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.

At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.

Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.

Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.

Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”

Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.

Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.

What’s more, they say, such interference rarely, if ever, works.

The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.

“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”

Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.

After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.

It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.

“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”

A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.

“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.

Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.

“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”