Using correspondence testing, we investigate how job characteristics affect gender discriminatory practices. We particularly explore whether discrimination in hiring against women is moderated by certain key characteristics of the occupations: the sex composition (male or female-dominated); the nature of the tasks to be implemented (whether or not managerial and supervisory tasks are required); and the expected educational level (low, medium or high). To do so, we carried out a innovative correspondence study in 2016, whereby we sent two pairs of matched male-female applications (4 fake résumés), rather than just two as it is typically the case, to 1,371 job openings (5,615 résumés) from an heterogeneous selection of occupations in two large cities. Differences in response rates by sex were then used as a tool to assess statistical discrimination. The results show that women's disadvantage related to the education required for the job applies both to low and high profiles (compared to mid-profiles). We prove that women are discriminated against in non-operational jobs and in jobs requiring either low or high educational credentials. Additionally, women's applications are given significantly more priority by employers than men's, only if they apply to a female-dominated occupation.