Does pay-for-performance–a hotly debated compensation scheme for incentivizing public service efficiency–induce inadvertent heterogeneity in job attraction that is counteracting the prospects of bureaucratic diversity and representation? Using data from a pre-registered conjoint experiment among US residents (n = 1,501), we examine whether pay-for-performance (compared to fixed pay) affects attraction to a public service job differently across race, gender, and age. Contrary to theoretical expectations, we find that pay-for-performance does not diminish attraction to a public service job within or between demographic groups. In fact, we find indications that pay-for-performance may enhance job attractiveness among individuals identifying with minority racial groups.