As the U.S. population grows increasingly diverse, the field of neuropsychology must continue to evolve to meet this shift. To increase ethnic and racial diversity, it is important to identify areas of improvement within the training-to-workforce pipeline. Previous research regarding the neuropsychology trainee-to-workforce pipeline has outlined problems with recruitment and retention. This study was designed to understand how Black trainees view the use and effectiveness of recruitment and retention strategies of clinical psychology programs with a track or emphasis in neuropsychology in order to determine how these strategies impact their decision to enroll and matriculate through their programs. The participants of this study (N = 14) were current graduate students and early career neuropsychologists who identify as Black or African American. Participants were surveyed regarding their opinion on recruitment and retention strategies used by their programs. While results were descriptive in nature due to the small sample size, participants highlighted the importance of financial assistance, funding opportunities, campus visits, marketing materials designed for historically excluded and minoritized applicants, and personal contact with historically excluded and minoritized identifying faculty as effective recruitment strategies. Further, the participants endorsed compositional diversity, community engagement, mentors, and the creation of groups specific to historically excluded and racially minoritized groups as important retention strategies. These preliminary findings are in alignment with previous literature on barriers to recruitment and retention of Black trainees. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]