Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N1 = 170, N2 = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered. Key points Familial work experience (FWE) is obtained when an employee works for an organization owned and operated by their family. Here, we investigated the role that FWE possesses in influencing hiring parties' perceptions of applicant qualification and hireability. We find that FWE reported on letters of recommendation can negatively impact perceptions of an applicant's qualification and hireability. FWE may be more detrimental if reported in ways that make kinship connections particularly salient, such as in letters of recommendation written by family members.