The perception of race and how it affects hiring capabilities of minority educational administrators directly affects the quality of leadership within the educational system. So much so, that there can be a negative impact on the ability of the system to recruit, foster, and nurture its brightest and best leaders. Having negative views on the hiring process can in fact hinder talented individuals that are appropriate for desired executive positions to refrain from pursuing such roles. The purpose of this study was to examine the hiring disparities experienced by minority educational administrators within the Northeastern region of the United States, and to identify ways to successfully achieve career advancement in spite of racial barriers. This research was a qualitative, phenomological study guided by Critical Race Theory (CRT), Anti-Subordination Theory, and Affect Control Theory. The researcher utilized an interview protocol and interview questions to investigate how minority school administrators viewed the role of race during career advancement opportunities. The twelve participants were selected via Purposeful Sampling. The participants consisted of: five assistant principals, three principals, three deputy superintendents, and one superintendent, within the Northeastern Region of the United States. The participants were located in Washington D.C., Maryland, New Jersey, New York, Connecticut and Delaware. The study identified several key findings, including numerous barriers that minority educational administrators face within the workforce. These included, tokenism, the glass ceiling effect, glass escalator inequality, boundary maintenance, Affect Control side effects, micro-aggression, own race bias, gatekeepers, and the Fit concept. In addition, the research found that minority educational administrators utilized and recommended strategies to overcome these barriers. These included, Anti-discrimination training for leadership programs and interviewers, utilizing anonymous hiring, and building resilience in candidates of color. [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.]