Our advisors help individuals with the specific planning considerations unique to someone with stock compensation, in addition to the general financial planning that applies to all clients:

Successful executives often receive various forms of compensation in addition to their salaries and bonuses. Their employers will often provide stock awards or the opportunity to participate in various long-term plans that may provide significant income, but also may be hard to understand. It’s important to know how these plans work, as well as how they affect long-term and retirement planning. 

Restricted Stock Units (RSUs) and Restricted Stock Awards (RSAs) can be valuable parts of an executive’s overall compensation package and wealth building strategy. Both are eventually grants of company stock provided by employers as a long-term incentive to drive performance. Understanding how they work can help maximize the value of these two types of compensation. 

Incentive Stock Options (ISOs) are the right to buy shares of company stock at a fixed price; this price must not be lower than the actual fair market value of the stock. Executives who receive ISOs have the opportunity to receive a tax benefit once they sell their shares. Because of the potential savings involved, it’s important to determine when to exercise and sell your shares.


Tim and Kelly are married with three kids.  Kelly is a successful sales representative for a private company. For Kelly, she has a number of private stock benefits at her company, including an employee stock ownership plan (ESOP). Kelly has been receiving shares of stock in her company through her ESOP over time. She wonders what this means for their financial plan as they think about retirement. Her ESOP holdings are a significant part of her net worth and sometimes she worries if she has too much invested in one company.