<p>We estimate the effect of managerial racial matching on firm performance using the college football setting. We first identify the effects of leadership representation on racially minoritized recruitment into central positions. We then extend work on the role of racial matching between offensive coordinators and quarterbacks in the propensity for teams to participate in task segregation. Lastly, we estimate the role of racial matching on firm performance. Results show racially minoritized coordinators are more likely to successfully recruit minority quarterbacks; however, task segregation persists even in the face of matching. Despite this persistence, minority racial matching is associated with team-level performance improvements that occur specifically through traditionally segregated work tasks. These results imply that leadership representation can play a role in improving organizational and managerial diversity, while also serving as potential valuable human capital development strategy through complementary managerial relationships.</p>