The present study uses the Model of Stereotyping through Associated and Intersectional Categories (MOSAIC; Hall et al., 2019) to inform predictions regarding how female job applicants of different weights and races may be differentially evaluated. The study uses an experimental design in which participants view a female job candidate’s LinkedIn profile and rate her on liking and hireability. Across participants, the candidates have identical qualifications but vary in terms of weight and race. I hypothesize that race moderates the impact that weight has on outcomes such that Asian women suffer the greatest weight penalty, followed by White women, followed by Black women. Results do not support these hypotheses, however, exploratory findings reveal unique effects of weight for Asian women due to its impacts on increasing perceptions of American identity for this group. This study highlights the importance of taking an intersectional perspective when considering weight-based discrimination in the hiring process.