Barbershop Opened Second Denver Location
The shop provides fair-chance hiring to help formerly incarcerated barbers obtain licenses and steady work.
Updated on Oct. 7, 2026 in Openings & Closings
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R&R Head Labs opened its first location at 2260 E. Colfax Ave. in February 2024 and has since expanded to a second shop on S. Pennsylvania St. The business model integrates fair-chance hiring practices to support justice-impacted individuals.
Why it matters
The firm seeks to address gaps in social sustainability by offering professional employment to individuals often overlooked by traditional hiring. Founder James Repenning aims to demonstrate the viability of this model and encourage other employers to adopt similar inclusive practices.
The business grew its staff to 14 total employees from an initial baseline of seven or eight. Operations are supported by a scholarship fund that collects donations to cover the cost of barber licensing for individuals previously incarcerated.
The players
James Repenning
Founder and owner of R&R Head Labs who advocates for fair-chance hiring in the barbering industry.
R&R Head Labs
A Denver-based barbershop chain that provides licensing support and professional employment to formerly incarcerated individuals.
The details
R&R Head Labs coordinates directly with reentry programs to recruit barbers who completed training during incarceration. The shop facilitates licensing by accepting donations at the point of sale and through an online portal. This approach helps remove the financial barriers that often prevent formerly incarcerated workers from entering the professional trade.
Timeline
1996 marked the year the owner hired an employee recently released from prison.
February 2024 saw the opening of the first R&R Head Labs shop.
Market Landscape
This business expansion follows the documented pattern of the Second Chance Act of 2007, which provides federal support for reentry programs that help formerly incarcerated people return to the workforce. R&R Head Labs implements this strategy at the micro-level by integrating direct licensing sponsorship into its daily operations.
Operators considering fair-chance hiring should evaluate the costs of administrative support and scholarship programs against their long-term recruitment goals. Reviewing current hiring policies for exclusionary practices is a standard step for those looking to tap into this talent pool.
The takeaway
The business highlights how small operations can solve specific labor supply challenges while fulfilling social goals. Owners interested in similar models should audit their current vendor relationships to see if donation-based support programs can be integrated into their existing payment platforms.
Further reading
For more on new businesses arriving in the city, visit the Denver Openings & Closings section.
Source note: This article includes information reported by Bucket List Community News.
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Do you believe companies should implement fair-chance hiring practices for formerly incarcerated individuals?
