The role of African American skin color in hiring decisions was investigated in a 2 × 2 × 2 (Participant Sex × Applicant Sex × Applicant Skin Color) design. College-age participants (N= 107) were presented with stimuli and asked to make 8 employment-related decisions. An interaction of applicant skin color and participant sex and a skin-color main effect were predicted. Fair-skinned applicants were expected to receive better ratings from men, while dark-skinned applicants were expected to receive better ratings from women or ratings from women would not differ. Additionally, in general, fair-skinned individuals were expected to receive better ratings than dark-skinned individuals. The results were consistent with the hypotheses. Results are discussed in terms of the “what is beautiful is good” stereotype and prior research.