Abstract: We build on Janys (2024), who models implicit gender-based hiring quotas for German universities, but we apply the theory of ranking and selection to identify which possible quota value of women per department (0, 1, 2, . . .) deviates the most from gender-blind hiring. Janys finds a significant implicit quota of one or two women per department. Using the same dataset, we find that the inference is not sharp enough to conclude that any single quota value deviates the most from gender-blind hiring with any reasonable confidence, so any policy targeting the quota value that deviates the most may be ineffective. We also theoretically extend the male/female quota model to allow for a test of implicit quotas for more than two hiring categories (e.g., black, white, Asian).