Longevity and job migration plans of auditors in a large accounting firm were examined by gender and DiSCRTM assessment type. Males have higher longevity than females although there is no statistically significant difference in their job migration plans at two years, five years, and ten years. DiSCRTM assessment type is not a differentiating factor in job migration plans nor longevity in the field. Job migration plans are negatively correlated with current years of service. While DiSCRTM assessments were not a differentiating factor for job migration plans or longevity, preferences of respondents are partially aligned with the characteristics of DiSCRTM assessment types. These findings suggest that individual personality preferences influence how individuals react to certain circumstances within their working environment.