Abstract. During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women, which is problematic as it can result in hiring discrimination against women. In this registered report, we used an experimental design ( N = 831) to examine gender differences in the success of self-promotion tactics and whether using a structured rating process can mitigate this effect. However, our results did not replicate the pattern of effects found in previous studies; the interaction of gender and self-promotion was not significant. These findings support previous research, which found that structured interviews are resistant to gender bias.