Employees with dark personality traits have been found to have a detrimental impact on organizational outcomes. Yet, organizations may unintentionally attract such applicants. For instance, disclosing that an organization is fast-growing, offers high salaries, etc., with the intention of attracting applicants with desirable characteristics, is likely to garner interest from applicants with dark personality traits instead. The current research aims to deepen our understanding of what organizations are attractive for applicants with dark personality traits. We conceptualize dark personality as a low score on Honesty-Humility on the HEXACO personality model. An organizational attractiveness scale has been adapted from extant scales and items that describe organizational characteristics that imply a lack of organizational ethics, entrepreneurial attitudes, knowledge hiding norm, and easy access to power, money, and sex, which are supposed to be more attractive for applicants low on Honesty-Humility. In the current pre-registered study, we mainly aim to establish the structure, the psychometric properties, and determine the final items of the Organizational Attractiveness Scale.