Equity Compensation & Concentration Planning
Insurance and risk planning for equity-compensated professionals — executives, senior engineers, product leaders, and founders — with RSUs, ISOs, deferred comp, and net worth concentrated in a single employer.
Start with your situation
Five quick taps make the first conversation specific to your compensation and exposure. Nothing is sent until you add your contact details on the next step. Prefer to read first? The detail is just below.
How is your compensation structured?
Total annual compensation
How concentrated is your net worth in your employer's stock?
Your current coverage
What's prompting this now?
The equity-compensated planning profile
An equity-compensated professional's financial situation — whether a corporate executive or a senior engineer, product leader, or founder — differs from a typical professional's in ways that matter for insurance planning: compensation that is heavily equity and deferred, employer-provided coverage that is often inadequate or non-portable, exposure concentrated in a single employer that may also be the source of substantial wealth.
Standardized planning approaches don't fully account for this profile. Coverage designed for typical scenarios may be mis-sized for it — and assumptions about employment stability and compensation continuity that work for most people don't apply the same way. This kind of planning requires the analysis to match the situation.
What this planning area covers
We work with equity-compensated professionals on the insurance side of their broader compensation and risk picture: life insurance sized to actual total compensation (not just base), disability protection at levels that group LTD policies typically cap below, and supplemental, portable coverage for when you change roles or leave to start something of your own.
We also address the planning implications of concentrated equity exposure — where insurance plays a meaningful role in risk management — and the protection structures that support broader tax-efficient accumulation for those whose retirement accounts are no longer the binding constraint.
How we approach the conversation
The first conversation focuses on the actual compensation picture: base, target bonus, and how your equity really works — RSUs, ISOs or NSOs and the AMT exposure that exercising them can create, 83(b) elections, QSBS eligibility, and any pre-IPO or secondary-sale liquidity. For corporate executives, that also means deferred compensation and benefits like a SERP or golden parachute; for founders and early employees, the single-stock concentration that builds when most of your net worth is one company's shares.
We work in coordination with your CPA, fiduciary financial advisor, and — where applicable — an equity-compensation specialist. The insurance role is integrated into their work, not separate from it. Where their work hasn't been done yet, we typically recommend it precede or run alongside the insurance engagement.
Where insurance ends and other professionals begin
Compensation and equity-comp strategy, tax planning, and investment management are the work of CPAs, fiduciary advisors, and equity-compensation specialists. We focus on the insurance role within the broader picture, and we coordinate carefully with the other professionals on your team.