Due to globalisation, migration trends and professional mobility, national labour markets are increasingly marked by linguistic diversity. Certain language skills can have an advantageous effect and bring added value, while others or a lack thereof can lead to discrimination or social inequality. Recruiters act as gatekeepers in accessing the labour market and also make decisions about whether candidates have the necessary linguistic and communicative skills. This article focuses on linguistic diversity in this professional group, the use of different languages in recruitment and the assessments of the importance of (foreign) language(s) for application processes. Data stems from a survey with 277 recruiters in Austria and France.