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The goal of this research was twofold: 1) investigate whether the attractiveness bias is moderated by the type of jobs to be filled or by the gender of the applicants, and 2) examine the way this bias is implicitly echoed through the recruiters’ discourse in non-discriminatory settings. Using a 2 x 2 x 2 between-subject factorial design, 120 recruiters had to evaluate the hireability of an average or attractive candidate, being male or female, for either a frontline or a back-office position, and to justify their decision in writing. As predicted, the hireability ratings showed that being unattractive was a drawback, particularly for recruitment in frontline position. This was also expressed implicitly as recruiters used rhetorical and discursive markers to express their discriminatory thoughts. The social and empirical implications of the results are discussed, and suggestions for future researches are offered.