Michael Doering

Michael Doering brings a wealth of education administration and leadership experience to his associate role at The Alexander Group. As a thoughtful and effective communicator, Mr. Doering excels at connecting with clients, listening to their needs, and applying that feedback to each search.

Mr. Doering earned a Bachelor of Science degree from Concordia University, Nebraska and a Master of Education degree from Concordia University, Texas.

In addition to coaching high school athletics, Mr. Doering is also a wine ambassador for Texas Hill Country wineries.

My background is in educational leadership but, I like to think of myself as a professional learner. Every client has a unique challenge they are solving, and I love learning what those challenges may be and then bringing that special lens to the talent market. I have a Ted Lasso reference here, “all people are different people” and truly all searches are different searches. Our clients need curious search professionals who will listen, learn, and adapt.


  • Concordia University, Texas

    Master of Education

  • Concordia University, Nebraska

    Bachelor of Science

Industry Experience


What do you think differentiates the Alexander Group from other executive search firms?

It starts with a deep understanding of our client’s needs. Understanding the culture, team, key responsibilities, and context all play a vital role in our research and messaging to candidates. We take the responsibility of representing our clients seriously and we will continue to refine the search to find the best candidate.

What do you love about your work?

I love seeing our client’s confidence grow through the process. Occasionally our client enters unchartered territory in filling a position and being a partner in the discovery process is incredibly rewarding. I am humbled to be a part of connecting clients and candidates who never would have thought of either as a potential fit.

What's the highest compliment a client can give you?

The highest compliment a client gives us is when they recommend our firm to others.

Recent Articles

Leadership Teams Shifting To Quiet DEI Initiatives in the Wake of Diversity Backlash

Peruse the headlines, and it seems the Diversity, Equity, and Inclusion movement has moved on—at least for now.   The roster of companies distancing themselves from DEI hiring and practices is a Who’s Who of familiar names—Zoom, Home Depot, DoorDash, Tractor Supply, and Lyft. Social and cultural tastemakers Meta, Tesla, and X join the mix of

Six Things To Consider When Contemplating a Board Seat

One of the most frequently asked questions we get is “How do I get on a corporate board if I’m not already on a board?” The hardest board will be your first board. Here is what you need to know. 1) The Process Is Different than Applying for a Full Time Position A board seat

Is an Industry Outsider Right for your Organization?

“We want someone who can think outside the box.” As a well-worn business cliché, this phrase elicits groans from hiring executives and recruiters alike. But considering the competitiveness of the executive talent market, driven by the lowest unemployment rate since 1969—along with increasing awareness of the need for diverse perspectives in the workplace—looking outside the industry

Hello, I’m the Internal Candidate…Remember Me?

A few years ago, we received an email from an internal candidate we’d interviewed for a client: “John, you and I met over a year ago during the course of my firm’s Chief Financial Officer search, where I was the internal candidate. While I was not chosen for the position, you communicated often during the