Since the inception of Title IX, an inverse trend between increasing female athlete participation and decreasing employment rates of female head coaches has been identified in collegiate athletics. Mentoring assistant coaches may lead to the development and retention of future head coaches. Therefore, this study represents the first attempt to determine mentor functions reported by Division I Assistant Women's Soccer Coaches, and to examine the relationship between mentoring functions provided by a head coach to overall job satisfaction and occupational turnover intent. This study additionally identified gender differences in perceived mentor functions and overall occupational turnover intent. Of the 433 total Division I Assistant Women's Soccer Coaches solicited for this study, 182 returned questionnaires for a 42% return rate. Controlling for “paid coaches only” limited the final sample size to 166 with females comprising 58.4% (n = 97) and males 41.6% (n = 69). All participants completed a four part questionnaire including: Mentor Role Instrument, Abridged Job Descriptive Index, Job in General Scale, and an Occupational Turnover Intent Scale. An analysis of the Mentor Role Instrument questionnaires showed similar perceptions of mentor functions by both males and females. Participants reported receiving from their mentors slightly more psychosocial functions (M = 81.1, SD = +/- 32.318) than career-related functions (M = 76.6, SD = +/- 25.001), and an independent T-test identified the psychosocial function of “social” as the only significant gender difference of perceived mentor functions. Mentoring was found to play a significant role in the overall job satisfaction of these coaches. Pearson Correlation (p < .05) identified a moderately significant correlation (r = 0.3 - 0.6) between all of the mentor functions and job satisfaction with the exception of the mentor function of “parent” (r = 0.236). Regression analyses determined the relationship between mentoring and occupational turnover intent. The variables of psychosocial functions (p = .030) and gender (p = .002) were both found to be significant predictors as to how frequently Assistant Women's Soccer Coaches think about leaving the coaching profession. However, only psychosocial functions (p = .038) presented a significant prediction relationship to actual occupational turnover intent in Assistant Women's Soccer Coaches. These results compel athletic administrators and head coaches to assist in the development of young coaches. Athletic leaders should incorporate mentoring programs within intercollegiate athletic departments to encourage the advancement and retention of female coaches. Keyword(s): coaching, gender issues, sport management