Hi, I’m Kendra.
I’ve spent my career thinking about people–their positions, performance, and potential within the workplace.
My own trajectory was shaped by my earliest experiences as a consultant. I worked on talent, organizational performance, and change management efforts to support clients during mergers or periods of rapid change and helped to design programs that accelerated the success of high-performing employees.
Watching leaders assess and discuss the contributions and impact of different people as they set goals, defined priorities, and mobilized teams created the professional threads that last to this day:
What makes certain people stand out, achieve, and succeed more than their peers?
What motivates and drives them?
How do we–as an organization, as leaders–champion and advance their talents?
I’ve had roles leading programs and teams influencing every aspect of the employee experience in management consulting, F500 companies, startups, and venture capital. I thrive in early and rapidly growing startups where I can experiment, learn, and deliver results as companies evolve. Today, I do that as a Fractional HR Executive and Coach.
Connect with me on LinkedIn, where you can find more about my career journey and what I’m working on.
Strategic insight and real-world expertise, available when and how it’s needed most.
Perspective, alignment, and progress toward your next career move.
Fractional HR & Coaching Services
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Fractional Engagement (Monthly Retainer): Strategic, flexible partnership built around your stage of growth.
Advisory (Various Packages): Specialized perspective and insights for executives making people and business decisions (no operational or execution support).
Team Coaching & Development (Various Packages): Mentoring your People team to grow their skills, confidence, and impact (no operational or execution support).
Recruiting (Hybrid/Container): Thoughtful recruiting for select hires.
Strategic Projects (Scope Dependent Fees): Build or improve the systems, programs (e.g. management training, performance management, etc.), or processes that shape how your company works.
AMA / Quick POV (Hourly): A rapid strategy or coaching session for when you need clear, actionable advice. No long engagement required.
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Many of these services can be combined! Fees are based on the services selected and time commitment.
Job Search Strategy: A focused approach to finding what’s next. We’ll clarify what roles fit, where to look, and how to prioritize your time for the greatest payoff.
Strategic Outreach & Networking: Practical, low-stress ways to expand your reach. I’ll help you identify who to connect with, how to approach them, and what to say to create real opportunities.
Interview Prep & Practice: Tailored coaching to help you show up with confidence and clarity. We’ll work through your stories, practice questions, and sharpen the way you talk about your experience.
Resume, LinkedIn & Documents: Expert editing that goes beyond what AI can offer. I’ll make sure your materials highlight what matters most and tell your story in a way that gets noticed.
AMA / Quick POV (Hourly): Need a sounding board for something specific? Book a short session to get quick, actionable advice on your next move or an important career decision.
Quick “Cameo” Feedback Video (Starting @ $50): A short, honest reaction to your resume or application materials—think the career version of Cameo birthday wishes. You’ll get a ~10 minute video response with my insights and feedback (no back and forth, just a real take from someone who’s seen thousands of applications and resumes).
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Many people have reached out with interest in becoming a consultant or fractional executive, now, or over the next few years.
To meet these requests, I now offer AMA Sessions (with hourly fees) or can work with you in a more hands-on capacity as you think about pricing, client development, etc. (package-based fees).
My Book!
I’d always wanted to write a book and had the chance in 2020 when Holloway published Ask Me This Instead. This book aims to empower individuals at every step of the hiring process, guiding them to understand their own skills and priorities, how to find the company that can give them what they want, and how to “flip the interview” to get real answers to their most important questions.
Going through the process of publishing a book was amazing and I’d like to do it again (I’ve had a few stops and starts since then!). In the meantime, you can get by book on Holloway’s site (the digital version, ask me for a discount code!) or on Amazon (in print).
We’ve all snatched defeat from the jaws of victory when flubbing a job interview. That’s because when we don’t rise to the occasion, we sink to the level of our preparation. No more. This is the best book I’ve seen to prepare thoroughly for any interview, and set yourself up for success.
Michael Bungay Stanier, Author of the best selling book on coaching this century, ‘The Coaching Habit’
For the love, not the money.
I have more ideas than time, but occasionally, some of them come to life! Here are a few of my favorites.
Historicity: a tour & events company
One night over whiskey, my friend Grace and I decided to turn our shared love of history into something more: a walking tour and events company. Over the next four years, we created walking tours including The Dark History of Denver, Women’s History, and neighborhood routes through the Northside and South Broadway. We also hosted themed events including wine tastings, a “choose your own adventure” storytelling event, and a historical rendition of Wait Wait... Don’t Tell Me!
Along the way, we partnered with Atlas Obscura, local schools, the Saving Places Conference, museums, and the Denver Public Library, as well as a range of private companies.
Eventually, as life and the world changed, we decided to wind down the company, but our enthusiasm for history (and ability to recall obscure facts at a moment’s notice) remains intact.
Pickleball Jobs Website
One day, I decided to put together a site at the intersection of my profession and newfound pickleball obsession. I wanted pickleballjobs.co to help people who loved the sport pivot their career.
It’s clear the job search experience remains subpar, even in the 2020. Even so, I began chasing openings that appeared, then disappeared, that had link or title changes, that included no pay data or had poorly written descriptions and obtuse hiring processes. This was frustrating even for someone who has worked in talent for years and thought she’d be able to crack the system (spoiler: she couldn’t). I tried scraping and AI, curation and manual searching, and ultimately realized it wasn’t going to play out the way I’d hoped.
Throughout the process, I spoke with dozens of industry professionals based on personal outreach and met people with books, vibrant teaching communities, and large platforms. I even cold pitched the CEO of one of the biggest companies in the space and had a few interesting conversations as a result.
The site may no longer exist, but I’m still out on the courts several days a week!
Analysis: Careers of Chief People Officers in Tech
Have you ever looked back at your career and wondered: How did I get here? | Am I where I should be? | What could be next? | How have others navigated their path? | And…is this all there is?
You’re not alone.
But did you look at 1,500 LinkedIn profiles, narrow them down to 250 top leaders in tech, and build a 141-column database tracking their education, experience, transitions, functional specialties, and positioning to answer 101 questions you wrote yourself? No? Just me?
A giant spreadsheet was born. It was an exercise in persistence. I explored scrapers and AI tools, but most violated terms of service or produced shallow, context-free data. My well-trained human eyes, however, can navigate a profile like a pro!
Once I finished the first round at the end of 2022, I stepped away. Later, I came back to see how things had changed through the chaos of recent years. I updated the data in 2023, 2024, and 2025, tracking Chief People Officers as they moved roles, rewrote their profiles, and navigated the workplace dynamics they’re often blamed for creating. For fun, I analyzed CPO job postings to see whether companies were hiring for the same experiences their current leaders possess (not always!). Then, I compared the career paths of 70 Fortune 100 CHROs with their tech counterparts (they diverge quite a bit!) and reviewed HR degree programs to assess how academia is preparing the next generation of leaders (not well, imo).
The spreadsheet has many tabs, pivot tables, and visualizations and I’ve written a few thousand words on my insights. I’m not sure exactly what I’ll do with it all. At minimum, it’s an excellent recruiting database for CPO searches. The project has evolved into an ongoing curiosity thread, not just about CPOs, but about career paths more broadly and what it really means to reach the “top.” While HR careers aren’t universal, the themes and myths about success that have surfaced certainly are.