Academic libraries have endeavoured to diversify its staff complements to better reflect the number of racialized patrons in its service, and as early as 1995, student workers accounted for 24% of the library work force in libraries serving large and research focused post-secondary institutions (Gregory, 1995). The literature shows that undergraduate students who work in library settings benefit from the pay, the introduction to library skills and the ability to interact with community members (Jacobson & Shuyler, 2013; Charles et al., 2017). It can also serve as a first introduction to librarianship as a profession and could be a mechanism for increasing the diversity of the profession. However, little has been written on the recruitment, reasoning, and hiring process for racialized students. This study seeks to investigate the motivations behind racialized students’ employment applications, or barriers in applying, to the library, their experiences in the interviewing process and their experiences after the hiring finishes (whether they are successfully hired or not). We used semi-structured interviews grounded in Indigenous Storywork principles (Archibald, 2008). It employed values coding to determine the values, attitudes and beliefs of the participants in expressing their experiences and subjectivities as racialized people. This project will have implications for academic libraries seeking best practices in the recruitment and hiring of racialized student staff.