This study addresses if and how non-native accentedness can impact evaluational judgements of on-paper qualifications in an employment process. This study examines the judgements recruiters make when evaluating job candidates with different types of native and non-native accents. Anglophones who attend university in the officially French-speaking city of Montreal may wish to stay and work after their studies. McGill University’s Faculty of Law hosts a bilingual program which is unique in enabling students to work as lawyers in any province of Canada, including Quebec where the language of practice is predominantly French. In this study, highly specialized human resources specialists (Montreal legal recruiters) are asked to evaluate McGill Law students (putatively Anglophone and Francophone) for a particular recruiting process (Course aux stages, Montreal’s annual “articling” recruitment). The materials in this study simulate, in a controlled environment, a first encounter a recruiter may have with a stagiaire candidate. The recruiters are presented with candidates’ curriculum vitae (CVs) in conjunction with French-language voice samples from English-accented and French-accented speakers. The voice samples and CVs are counterbalanced, and both quantitative and qualitative evaluational judgements are elicited from the legal recruiter participants. Collection of the data, implications of the results, sharing of qualitative judgements and suggestions for further research are discussed.