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Abstract: Given that principals are a key factor in both student success and teacher retention, it is imperative to understand why the rate of principal turnover is often twice that of teacher turnover. To date, however, research has emphasized the ‘push’ of workplace dissatisfaction and omitted how the ‘pull’ of potential opportunities may influence turnover. Using discrete-time hazard and Heckman-corrected regression techniques, this study examines both sides of principal turnover using a longitudinal dataset of all certified principals in Texas from 1988-2012. Results demonstrate that women and principals of color are both less likely to turnover and less likely to be hired, and that schools prefer diverse experience but not diverse candidates.