Your income doesn't look like most people's. A base salary is just the starting point — on top of that come RSU vesting events, ESPP purchase windows, stock options with expiration clocks, and benefits packages that change every open enrollment.
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RSUs, ESPPs, and stock options each come with their own tax treatment, their own timing decisions, and their own consequences for getting it wrong. Automatic withholding on RSU vests is almost never enough to cover your actual liability. We've worked through these scenarios with enough Amazon and Microsoft employees to know exactly where the surprises tend to hide.
Open enrollment decisions, competing job offer comparisons, life insurance and disability coverage gaps — these aren't peripheral details. We review your full benefits package as part of our ongoing relationship.
We build a forward-looking tax projection for every vesting year, accounting for your base salary, vest schedule, and other income sources.
We help you evaluate when to sell, how to sequence sales across tax years, and how to avoid the concentration risk that builds quietly.
Many tech companies allow after-tax 401(k) contributions that can be converted to Roth — one of the most powerful wealth-building tools available to high earners.
RSUs are taxed as ordinary income at the time they vest. Most employers withhold at a flat supplemental rate of 22%, but if your total income puts you in the 32%, 35%, or 37% bracket, that gap becomes a significant underpayment.
It depends on your holding period and overall financial picture. Selling immediately after purchase locks in gains but triggers ordinary income treatment on the discount. Holding longer can qualify for more favorable long-term capital gains rates.
The mega-backdoor Roth allows eligible employees to make after-tax contributions to their 401(k) and then convert those funds to Roth, potentially adding $30,000–$40,000 or more in Roth savings per year beyond the standard limit.
Expiring options create a real deadline, and the exercise decision has significant tax and cash flow implications depending on whether they're ISOs or NQSOs. We build a specific plan around your option grants.
Yes — we help you evaluate RSU grant schedules, vesting cliffs, 401(k) match structures, ESPP availability, and benefits differences so you can make a genuinely informed decision.
We get it, new questions come up all the time. So, send us a message whenever it works best for you. We’ll get back to you and help chart your course toward a fulfilling future.
