Gender bias in hiring processes remains a significant challenge despite efforts to promote workplace equality. My study investigates the perceptions of gender bias during job interviews, focusing on the experiences of women and men. Drawing on Status Characteristics Theory and Prove-It-Again! Bias, I hypothesize that women perceive lower levels of interviewer confidence in their capabilities to perform the job and encounter more pushback compared to men. Data from 83 participants reveal unexpected findings: women tend to perceive interviewers as more confident in their capabilities to perform the job; and women tend to perceive less pushback than men during interviews. However, several limitations constrain the generalizability of these findings. The study's relatively small sample size and the overrepresentation of white respondents limit the broader applicability of the results. Moreover, environmental factors such as industry type and interviewer characteristics were not measured, potentially impacting interview dynamics. Future research should systematically analyze these factors to gain a more comprehensive understanding of gender bias in hiring processes. Despite these limitations, my study provides valuable insights into how gender might influence people’s experiences during job interviews.