Bertrand & Mullainathan (2002) found evidence that race-typed names can have a significant influence on the evaluation of re´sume´s. The current study expanded on their research by manipulating both the race (Asian American, Black, Hispanic, White) and quality of the re´sume´(high, low), and by considering occupational stereotypes as an explanatory mechanism. White male participants (N 5 155) read a fictitious re´sume´, evaluated the applicant, and judged his suitability for jobs. The results revealed that Asian American individuals were evaluated highly for highstatus jobs, regardless of their re´sume´quality. White and Hispanic applicants both benefited from a high-quality re´sume´, but Black applicants were evaluated negatively, even with strong credentials. Results of mediation analyses demonstrated that occupational stereotypes accounted for the relationship between race and evaluations of applicants.