Equity comp strategy
RSUs, ISOs, ESPP, performance shares. The tax events, the diversification timing, the concentration management. Often the biggest moving piece on the balance sheet.
Financial planning for professional women in the career-building years covering equity comp, executive comp, and the planning that supports both. Built for when income is growing and time is short.
RSUs, ISOs, ESPP, performance shares. The tax events, the diversification timing, the concentration management. Often the biggest moving piece on the balance sheet.
Most decisions get made in one or two well-prepared meetings, not in endless back-and-forth. We come to the meeting with the homework done.
Home upgrades, vacation homes, education funding. The cash flow and the tax math, run before you sign.
Most career-stage planning ignores the inflection points: equity vesting cliffs, the move from salary to multi-comp, the senior role. We plan around those.
We meet on a real cadence, usually quarterly. The plan flexes as your life and the tax code change. Most relationships span decades.
Offices in Boca Raton and Plantation, plus licensed in all 50 states. Existing clients keep us when they move.
Composite scenarios drawn from real client work, anonymized.
Cash flow stabilized, beneficiaries audited, a draft plan in hand. Most clients feel oriented by month three.
Tax positioning implemented, investment policy in place, the first quarterly reviews done. Decisions start compounding.
The plan has flexed to handle real-life shifts (a new job, a sale, a loss). The pattern is steady decisions, not reactive ones.
Most professional-women clients are time-constrained. The engagement is built around that. We do the modeling, the analysis, and the document review. Meetings happen on a real cadence (quarterly is typical) with the agenda set in advance. Email and text are workable between meetings for the small questions.
The work is also coordinated with the rest of the team you already have. Your CPA, your estate attorney, your business attorney. We're the personal-finance hub that connects them.
These are the most common entry points:
The complete picture. Cash flow, equity, retirement, taxes, estate.
See full financial planning →Portfolio construction and tax-sensitive investing for high-income earners.
See investment management →Year-round positioning. RSU sales, charitable giving, deferred comp decisions.
See tax planning →Many professional women also work with us as one of these:
"I had a big RSU year coming up and no plan for it. Beth modeled the tax outcomes three different ways and helped me make a decision in one meeting. The next year, we ran it again."
"Beth treats my time like it matters. The meetings are prepped, the homework is done, the decisions get made. I don't have time for a 90-minute coffee about my asset allocation."
"After my promotion the financial picture changed fast. Beth helped me sort out the deferred comp election, the equity vesting strategy, and the household cash flow. It took a few meetings."
Posts our wealth advisors have put together on this topic.
Restricted Stock Units (RSUs) are shares granted to you that vest over time. When they vest, they're taxed as ordinary income at the value on the vesting date. Stock options (ISOs and NSOs) give you the right to buy shares at a set price; the tax treatment is more complicated and depends on the type and timing of the exercise. We map out a strategy for each.
Usually yes, unless you've a strong conviction about the company and limited other assets. The case for selling: the shares were already taxed as income when they vested, so there's no tax penalty to selling at the vesting price; holding concentrates your wealth in one place; diversifying into a balanced portfolio reduces risk. The case for holding: very high conviction, or limited other liquid assets.
A mega backdoor Roth is a strategy that takes advantage of certain 401(k) plan provisions (after-tax non-Roth contributions, plus in-plan Roth conversion or in-service distribution) to put substantially more money into Roth accounts than the standard contribution limit. Not all 401(k) plans support it. We help you find out if yours does and how to use it if so.
Depends on your income, your retirement timing goal, your equity comp situation, and the family situation. For most high-income professional women in their career-building years, we target 25 to 35 percent of gross income across all savings (401(k), IRA, taxable, equity comp held).
We don't give career advice, but we'll model the financial side of the decision. The equity vesting cliffs, the deferred comp impact, the severance package, the impact on health insurance and 401(k) options. Often the decision is easier once the numbers are clear.
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.