Recruitment of new faculty is a core activity of academic institutions, and diversity contributes to excellence in all professions, including academia. Recruitment is also a place where implicit bias — subtle discrimination based on cultural stereotypes — can seep into activities and decision-making. This is true in neuroscience and other science, technology, engineering, and mathematics (STEM) fields, where implicit bias has been well-documented. Although some institutions and department chairs are making good-faith efforts to hire more female and diverse faculty, the reality is that current recruitment processes result in flat growth, or worse, in reductions of the number of women and diverse candidates. The good news is that a growing body of evidence-based recruitment practices are paving the way for improved results.