Discrimination in employment contexts has been widely studied and documented. While various interventions have successfully decreased the impact of group-based bias in hiring, these interventions can have mixed results and may only apply to a limited set of scenarios. Across two experiments (N = 1200), we examined whether asking evaluators to pre-commit to evaluation criteria—by ranking criteria from most to least important prior to evaluating candidates—would decrease discrimination based on irrelevant information, such as the candidate’s place of birth and body weight. When participants pre-committed to their criteria, they made better decisions (compared to control participants): specifically, they made more fine-grained distinctions between the different levels (e.g., very experienced vs. somewhat experienced) of the relevant criteria (e.g., previous experience). The results of these experiments have practical implications for how we structure decision-making processes in consequential social choices, including hiring and promotion, in pursuit of less discriminatory outcomes.