Equity compensation is a financial plan, not a bonus.
For senior corporate executives, a meaningful portion of total compensation arrives in forms most planning frameworks treat as edge cases: restricted stock units, performance shares, non-qualified deferred compensation, and stock options with their own complex tax mechanics. We treat equity compensation as the central planning question it usually is.
Schedule a ConversationWhat we focus on
The work, specifically.
- RSU and PSU vesting strategy, including diversification planning and 10b5-1 trading plan considerations
- Stock option exercise analysis, including ISO AMT modeling and NQSO timing
- Non-qualified deferred compensation election strategy
- Concentration risk management when employer stock represents a significant portion of net worth
- Tax planning around vesting events, secondary offerings, and major liquidity events
How we work with you
The relationship.
Our work with executive clients usually starts with a thorough review of every form of compensation you receive and the documents that govern it: plan summaries, grant agreements, vesting schedules, and trading restrictions. From there we build the planning conversation around what you can actually do, when you can do it, and what each decision costs.
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