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Financial Planning For Executives. Across The Compensation Stack.

Financial planning for executives across the entire compensation stack: concentrated equity, deferred comp, RSUs, ISOs, and the planning that comes with senior roles.

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  • Fiduciary CFP®
  • Concentrated Stock
  • Deferred Comp
  • Multi-Year Tax Models

HOW WE WORK WITH EXECUTIVES

The financial picture at the top is a different kind of planning problem.

Concentrated stock strategy

Multi-year diversification plans that respect blackout windows, 10b5-1 schedules, and tax brackets. The right diversification pace depends on tax exposure and conviction.

Deferred comp planning

401(k) is small relative to the deferred comp election and the supplemental executive retirement plan. The distribution election matters and is usually irrevocable.

Comp package coordination

Base, bonus, RSU, PSU, ISO, ESPP, NSO, deferred comp, supplemental retirement. We track all of it on one page.


International and cross-border

For executives with international assignments or dual-citizenship work. We coordinate with international tax counsel where needed.

Long-term, not transactional

We meet on a real cadence, usually quarterly. The plan flexes as your life and the tax code change. Most relationships span decades.

South Florida-rooted, nationally licensed

Offices in Boca Raton and Plantation, plus licensed in all 50 states. Existing clients keep us when they move.

The compensation stack.

Senior executive compensation is rarely just salary and bonus. Most C-suite leaders have some combination of base, annual bonus (cash and equity), long-term incentive plan, deferred compensation election, supplemental retirement, and grants of restricted stock, performance shares, or options. The planning work has to hold all of it.








WHAT THIS LOOKS LIKE IN PRACTICE

Common situations we work through.

Composite scenarios drawn from real client work, anonymized.

1) The first 90 days

Cash flow stabilized, beneficiaries audited, a draft plan in hand. Most clients feel oriented by month three.


2) The first year

Tax positioning implemented, investment policy in place, the first quarterly reviews done. Decisions start compounding.

3) Three years in

The plan has flexed to handle real-life shifts (a new job, a sale, a loss). The pattern is steady decisions, not reactive ones.

  • What we cover.

  • Concentrated stock management. Diversification on a multi-year schedule. 10b5-1 plans where the trading window restrictions warrant them. Tax-loss harvesting in the broader portfolio to offset gains.
    Deferred comp election. Pre-tax elections, distribution schedules, and the irrevocable choices that drive a meaningful portion of post-retirement income.
    Equity grant strategy. RSU and PSU vest schedules, ISO exercise decisions, ESPP qualifying vs. disqualifying disposition, ESPP discount capture math.
    Tax planning across the stack. Quarterly estimated taxes, charitable giving timing, mega backdoor Roth where the plan supports it, AMT exposure on ISO exercises.
    Pre-retirement and severance. The years before retirement (or before a planned departure) often have the highest stakes. We model both the optimal exit timing and the financial side of staying.
    Estate planning at scale. Concentrated equity plus a stepped-up basis at death creates a real estate planning opportunity. The strategy needs an attorney; we coordinate.

The 10-year arc. The most useful planning window for senior executives is the 5 to 10 years leading up to retirement. The compounding decisions (Roth conversions, charitable trusts, diversification timing, real-estate decisions) work best with runway.

RELATED SERVICES

What executive planning typically covers.

Common entry points:

Investment Management

Concentrated stock diversification, asset location, tax-sensitive investing across the broader portfolio.

See investment management →

Tax Planning

Year-round positioning with the executive comp stack in mind. Quarterly estimates, charitable timing, AMT exposure.

See tax planning →

Retirement Planning

The income strategy for the post-executive years. Deferred comp distributions, Roth conversions, withdrawal sequencing.

See retirement planning →

Who this is for

Related specialty pages.

What we don't do.

Contact Us Today

We don't lead with proprietary products, structured notes, or non-traded REITs as a portfolio building block. We don't take custody of your assets. We don't promise market-beating returns. The honest answer is that nobody who has to tell the truth to a regulator can.

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QUESTIONS, ANSWERED

Common questions about Financial Planning for Executives

  • A 10b5-1 plan is a pre-set trading schedule that lets an insider (an executive with material non-public information about the company) sell shares on a predetermined schedule without violating insider trading rules. It's one of the main tools we use to diversify concentrated stock positions over time.
  • Deferred compensation lets you elect to receive a portion of your current-year compensation in a future year. The benefits: tax deferral and potentially being taxed in a lower bracket at distribution. The risks: the deferred balance is usually an unsecured creditor claim against the company (no protection if the company fails), and the distribution election is often irrevocable. We model the math before the election deadline.
  • Rules of thumb vary, but most planners get nervous past 15 to 20 percent of net worth in a single stock, especially when that stock is also your income source. Senior executives often have 50 percent or more. The right pace of diversification depends on the tax cost, the conviction level, and the broader plan.
  • The Alternative Minimum Tax can apply when you exercise Incentive Stock Options and hold the shares (rather than selling them immediately). The bargain element (the difference between the exercise price and the fair market value at exercise) is an AMT preference item. We model the AMT exposure before the exercise so the tax bill doesn't surprise you.
  • Yes, and we expect to. Most senior executive planning involves a coordinated team. We tend to be the personal-finance hub, with the CPA handling tax filing and the estate attorney handling document drafting. The coordination is the work.

Find Us

Two offices, one team.

Boca Raton (Home Office)

1200 North Federal Highway, Suite 300

Boca Raton, FL 33432

(561) 210-7339

Monday to Friday, 8:30 AM to 4:30 PM ET

Plantation

7901 SW 6th Court, Suite 320

Plantation, FL 33324

(954) 809-3553

Monday to Friday, 8:30 AM to 4:30 PM ET

Ready to talk about Financial Planning for Executives?

The first meeting is a conversation, not a sales pitch. We'll talk about where you are, what you're working through, and whether Intercoastal is the right fit. In person in Boca Raton or Plantation, or by video from anywhere.

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