We analyze an online survey eliciting beliefs about discrimination and other aspects of recruiting conduct by large firms. One-third of respondents report having put off applying for a job due to fear of discrimination. We fit rank-ordered choice models to respondents’ comparisons of specific firms, and use the resulting estimates to construct measures of perceived discrimination, hiring discretion, and selectivity for each firm. Beliefs about the likely treatment of applicants with race and sex distinctive names correlate strongly with beliefs about broader notions of discrimination. Firms thought to prefer white job applicants are also viewed as favoring younger workers, while perceptions of race and gender discrimination are unrelated. We benchmark survey-based measures of discrimination against experimental estimates of discrimination derived from a large resume correspondence study. Perceived gender discrimination strongly correlates with experimental estimates of gender contact gaps, while beliefs about racial discrimination are weakly related to experimental estimates of racial contact gaps. Respondents believe that selective firms discriminate more often and that managers have less hiring discretion at such firms. In contrast, the correspondence study evidence suggests that discretion is a positive predictor of racial discrimination and that much discrimination occurs at less selective firms.