Opinion ID: 150007
Heading Depth: 3
Heading Rank: 3

Heading: Disparate Opportunity to Interview

Text: Moss also claims that BMC's failure to request an interview after he initially submitted his resume, and the fact that his interview with Stallworth was cut short, function as evidence of pretext. As BMC notes, however, Moss's asserted qualifications for the job were not apparent from the face of his resume. On that basis, Stallworth attested that she initially determined that Moss did not have the requisite experience and chose not to interview him. Moss's subsequent cover letter to Clolery outlined experience related to the position which was not included in his previously submitted resume. Accordingly, Moss's argument that he was not provided an interview before he submitted a cover letter which he patterned after BMC's job posting does not show pretext. Moss's argument that his interview with Stallworth was shorter than Lim's also does not show pretext. Moss's interview process consisted of a lengthy phone interview with Stallworth, and on-site interviews with Stallworth and other senior BMC lawyers. Moss had sufficient time during the interview process to present his qualifications to BMC. Further, the timing of Moss's interview with Stallworth is not evidence of discrimination as the schedule was determined by BMC's human resources department based on the interviewers' availability. Therefore, the fact that Stallworth was last on Moss's interview schedule and he spent more time than allotted with the other interviewers, resulting in less time with Stallworth, does not show pretext.