Career paths before and after becoming a secondary school principal in Chile

This study examines the career trajectories of secondary school principals in Chile, focusing on retention differences between internal and external hires. Using a longitudinal design and administrative data, we tracked 2769 principals employed in 2017, examining their roles and workplaces from 2015 to 2022. We applied multinomial logit models to assess how career paths varied by entry pathway. In 2017, 26% of principals were new hires, of whom 60% were external candidates and disproportionately male. Compared with internal promotions, external hires were more likely to transfer to other schools or roles, or leave the education system within 5 years. These patterns varied by school performance. In low-performing schools, retention rates for internal and external hires were similar. In mid-performing schools, external hires had higher turnover. Retention was lower in high-performing schools regardless of entry pathway. These findings are consistent with person–organization fit theory, which associates retention with a better fit between internal hires’ attributes and district-specific job requirements, as well as with the motivational effects of receiving promotions. Further research is warranted to examine the reasons given by principals and hiring officers for the observed trajectories.