The purpose of this study was to conduct a qualitative research study that could add to the existing body of literature about Latina recruitment and retention in educational administrative positions. The rate of Latina administrators is disproportionate to white males and females. To identify specific strategies that promote the increase of Latinas in administrative roles, it was necessary to collect information from Latinas actively serving in the role. Through mixed methods, interviews and testimonials of Latina principals, department directors and Instructional Superintendents in Fresno Unified School District, information was collected with the purpose of identifying trends. The qualitative data collected will contribute to the topic and existing research. This study included a sampling of ten Latina school administrators in Fresno Unified School District to identify supports that were effective while they progressed through their leadership experience and also identify what was not beneficial in their personal career journey. The outcome of this research will contribute to improving and customizing the pipeline for administrators in Fresno Unified School District and districts looking to do the same. A mixed methods approach was employed to collect data. Qualitative data in the form of interviews with ten Latinas in leadership positions in Fresno Unified School District. The interviews included ten questions about their experience entering principalship and as a principal. The testimonials provided an in-depth explanation of an experience or experiences that describe challenges faced due to being Latina, focused on race and their Latina identity. Findings from the open-ended questions and testimonial prompt, uncovered several themes with the ten Latinas that participated: prior experience and preparation, transitional positions prior to administration, encouragement to apply, colleague networks and affinity groups, coaching and mentoring, humility, job-embedded professional learning, and the need for cultural proficiency training. Challenges that surfaced as themes: self-imposed pressure, gender bias and race issues, and the need for a more robust leadership pipeline. [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://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]