Selecting fellows to become the next generation of pediatric surgeons is a nuanced and poorly investigated process fraught with implicit bias. Albeit scant, the current literature provides objective characteristics common to successful candidates. Compared to unmatched applicants, matched applicants have more total and first author publications, higher scores on in-training exams, perceived stronger letters of recommendation, and impressive interviews that reveal attributes of teamwork, leadership, and strong interpersonal skills. Letters of recommendation are the most important factor in selecting candidates for interview and are second only to interview performance in determining final rank. Implicit bias is a ubiquitous problem throughout the candidate selection process, but it is most apparent in the review of letters of recommendation and during interviews. We recommend bias mitigation strategies that enable the applicant to present their talents and strengths first. To diversify the next generation of pediatric surgeons and match our patient population, a holistic review is recommended with an emphasis on uncovering the qualities traditionally desired by program directors: intellect, technical prowess, emotional intelligence, teamwork, grit, and resilience without relying on hearsay or favoritism.