The Big Table
The Big Table
The people, governance practices, and partners that make the organization tick.
Executive Director & Founder
Kevin moonlighted as a restaurant critic for the Spokesman-Review, The Inlander, and Spokane Coeur d’Alene magazine for ten years. Writing about people in the restaurant and hospitality industry triggered his “spidey” sense that there is a massive amount of unmet need hidden behind the smiles of those working in the industry. His day job then was that of a pastor, but when he discovered that this title was an instant barrier for many people working in the industry, he quit his day job to launch Big Table in 2009. He graduated from Seattle Pacific with an English degree and Princeton with a Masters in Divinity.
Thankfully, Kevin gets energy from being with people and truly loves food in almost any form. Finding a great hole-in-the-wall ethnic restaurant or discovering a secret recipe for… anything… make his eyes dance.
Associate Executive Director
Jill joined the Big Table team in 2011. She is the organizational virtuoso behind Big Table’s growth and expansion and now manages our vibrant city teams as our Associate Executive Director. She is a graduate of WSU’s hospitality business program. Jill and her husband Jamie (a gifted architect) have three boys – technically now all young adults.
Jill laughs easily, is gracious and direct in tough conversations, and gives thoughtful gifts. She thinks tacos are always a good idea and is a big fan of fresh crab. At 10 am every morning, Jill opens a can of Coke. Not Pepsi. Not Diet Coke. Coke. Challenging days are often an excuse for a second can.
Number of employees
Source: IRS Form 990
The Big TableOfficers, directors, trustees, and key employees
SOURCE: IRS Form 990
There are no highest paid employees recorded for this organization.
The Big TableBoard of directors
as of 06/26/2023
Board of directors data
Term: 2019 - 2025
Term: 2019 - 2023
Board leadership practices
GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.
Board orientation and educationDoes the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
CEO oversightHas the board conducted a formal, written assessment of the chief executive within the past year ? Yes
Ethics and transparencyHave the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
Board compositionDoes the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
Board performanceHas the board conducted a formal, written self-assessment of its performance within the past three years? No
Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.
The organization's leader identifies as:
The organization's co-leader identifies as:
Race & ethnicity
Equity strategiesLast updated: 06/28/2022
- We review compensation data across the organization (and by staff levels) to identify disparities by race.
- We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
- We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
- We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
- We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
- We have community representation at the board level, either on the board itself or through a community advisory board.
- We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
- We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.