For individuals who are members of socially stigmatized identity groups, recruitment and hiring processes can signal belonging, fairness and identity safety, or wariness and identity threat. This talk will focus on how the changing landscape of hiring processes, particularly the use of technology, can lead to subtle identity contingency cues affecting the experiences and performance of applicants. Results of studies on how demographic variability in assessment materials affects performance and assessments of organizational fit will be discussed as an illustration. Projections regarding how the use of avatars, algorithms, digital interviewing, mobile platforms, and other technological advances in hiring may affect identity safety and threat will be discussed.