["International Journal of Selection and Assessment, Volume 34, Issue 2, May 2026. ", "\nABSTRACT\nTo clarify contradictions in job choice theory, we offer a three‐tier compensability model of job choice that explains when money can remedy workplace deficits and when money fails. While wage differential frameworks assume pay universally substitutes for negative job conditions, mounting evidence shows financial incentives failing to remediate foundational psychological needs. Our model integrates behavioral decision theory and image theory to establish: (1) non‐compensable Career Development attributes (recognition, leadership, organizational justice) that resist monetary substitution; (2) marginally compensable Work Sustainability attributes (work‐life balance, psychological safety) permitting constrained trade‐offs; and (3) compensable Task‐Transactional attributes (job demands, role clarity) operating within standard utility frameworks. Through an adaptive conjoint experiment with 798 U.S. professionals making 7,182 choices, we demonstrate that non‐compensable violations trigger categorical rejection (rejection > 90% at maximum pay) while the compensable tier exceeds 50% acceptance through premium pay. Moreover, we demonstrate that distinct mechanisms underlie willingness to pay and willingness to accept. These findings challenge the prevailing fungibility assumption in job choice. Compensation is not a universal solvent but a precision tool, effective only for specific transactional problems after foundational psychological needs are met. Our results suggest organizations should first invest in their Career Development infrastructure; only then can monetary premiums for transactional issues succeed."]