Investment Management Services
who we serve
Your compensation may be complex. Your financial plan should make it clear.
A vesting date, option exercise, tender offer, acquisition, clinical readout, reorganization, or job change can turn a long-term question into an immediate decision. The right answer depends on more than the opportunity in front of you. It depends on taxes, liquidity, concentration, benefits, family goals, and how much of your financial life is already tied to one employer.
Finivi works across technology and life sciences, from employees building wealth through salary and benefits to executives, scientists, and founders managing large equity positions. We bring every part of the picture together, so a decision about compensation also accounts for the life that compensation is meant to support.
start with the compensation
There is no single financial plan for these industries. The right priorities depend on how much of your compensation arrives in cash, benefits, and company equity, and how much risk already rests with your employer.
For many professionals, salary, retirement benefits, insurance, and cash flow do most of the work. The plan focuses on using the benefits well, building reserves, protecting income, managing taxes, and directing savings toward long-term independence.
An employee stock purchase plan or annual grant can be valuable without needing to dominate the strategy. We help determine how much to contribute, when to sell or hold, how taxes affect the decision, and how to prevent a useful benefit from becoming an unintended concentration.
For engineers, scientists, managers, and other senior professionals, restricted stock or options may represent a large share of annual compensation. A disciplined plan sets rules for vesting, exercising, selling, withholding, and diversification before each event demands a decision.
For executives, founders, and long-tenured employees, one company can become the largest asset on the balance sheet. We help manage concentration, liquidity, tax exposure, trading restrictions, exercise deadlines, and the transition from company wealth to a diversified personal portfolio.
shared complexity, different realities
equity and compensation planning
Equity compensation can create wealth, taxes, and concentration at the same time. We help you understand what you own, what each decision could cost, and how the opportunity fits into the rest of your financial life.
Incentive stock options and nonqualified stock options follow different tax rules and create different risks. We model the cost of exercising, the value of waiting, the effect of expiration dates, ordinary income, capital gains, and potential alternative minimum tax, then build an exercise and sale strategy around your goals and available cash.
An ESPP discount can be valuable, but participating also directs more of your income toward the company that already pays you. We evaluate the plan terms, contribution level, qualifying and disqualifying dispositions, tax treatment, and whether shares should be sold promptly or held as part of a deliberate strategy.
Private-company options and restricted stock may require you to commit cash and accept a tax cost before there is a market for the shares. We evaluate exercise timing, 409A value, liquidity constraints, 83(b) elections where applicable, holding periods, potential QSBS eligibility, and how much capital you can reasonably leave exposed to an uncertain outcome.
Whatever your role and however you are paid, the goal is the same: make each financial decision with the rest of your life in view.
the rest of the financial picture
Your company stock does not sit apart from the rest of your finances. We coordinate it with the benefits, taxes, investments, protection, and career decisions that determine whether the wealth ultimately creates more freedom.
We review the match, vesting schedule, investment menu, after-tax contributions, in-plan Roth conversions, deferred compensation, insurance, and accounts left at former employers. A career that crosses from research to industry may include a 403(b), 457(b), pension, and 401(k), each with a different role.
We invest cash, retirement savings, and proceeds from company stock as one portfolio rather than a collection of unrelated accounts. The strategy connects diversification and tax management to the goals the wealth is meant to support: family, flexibility, philanthropy, retirement, and the point when continuing to work becomes a choice.
however far along you are
The questions change as compensation, responsibility, and wealth grow. The value of planning is keeping the next decision connected to what came before it.
Salary, bonus, benefits, insurance, and company equity can all depend on the same organization. That creates concentration even when the stock account is small. In a clinical-stage company, the connection may be especially direct, with both employment and equity affected by the same trial result or funding decision.
A coordinated plan decides how much of your future can reasonably remain tied to one employer and what should be built elsewhere. That decision is easier to make before a trading window, reorganization, or major company event puts it under pressure.
questions we are asked
A departure can affect compensation, unvested awards, stock-option exercise deadlines, severance, health insurance, retirement accounts, and taxes. Whether the change is planned or unexpected, we help identify what requires immediate attention, evaluate the new opportunity, and keep the transition from disrupting the broader plan.
where we go deeper
Compensation and benefits differ sharply between these industries, and so do the plans behind them. These are employers whose retirement plans, equity programs, and benefit structures we know well, from the way a match is earned to the compensation decisions their employees face.
Employees
that sounds like me
Employees
that sounds like me
Employees
that sounds like meA first conversation gives us a place to understand how you are paid, what is already tied to your employer, and what you want your work to make possible. From there, we can identify the decisions that deserve attention now and the ones worth preparing for next.
Finivi is not affiliated with, endorsed by, or sponsored by Boston Scientific, Waters Corporation, Sanofi, or any employer referenced on this page. References to employer benefit plans are for educational purposes, are based on generally available information, and should be confirmed against your own plan documents. This material is for informational and educational purposes only and should not be construed as personalized investment, legal, or tax advice. Retirement plan features, employee stock purchase plans, equity compensation, qualified small business stock eligibility, written trading plans, and cross-border tax matters depend on your specific plan and grant documents, employer policies, and circumstances, and should be reviewed with qualified legal and tax counsel. Tax rules described here reflect federal law in effect as of the date of publication and are subject to change. Finivi is not a law firm or an accounting firm and does not provide legal or tax advice. Advisory services offered through Finivi Inc., an SEC Registered Investment Advisor.