Medtech executives
Your pay stopped being a salary a while ago
Base, bonus, RSUs, options, maybe a deferred comp election you make every fall. Four moving parts, four different tax treatments, and no one looking at them together. Based in Mandeville, Louisiana, GGM Wealth Advisors helps Medtech executives review employer stock decisions in that broader context.
Sound familiar
What people in your position bring us
An equity problem, not an investing problem
RSUs vesting on a schedule you did not set, options with expiration dates, and an ESPP you enrolled in years ago. The question is never which fund to buy. It is what to do with what you already have.
The withholding gap
Employers commonly withhold federal tax on vesting RSUs at the 22% supplemental rate. If your marginal rate is higher, that withholding may fall short, and the difference may show up at filing rather than at vest.
Most of your net worth, one ticker
The stock built your wealth, which makes it hard to sell. It also means your salary, your bonus, your equity, and your health insurance all depend on the same company.
Large W-2, nothing left to deduct
High income, meaningful bonus, and a CPA you speak with in March about a year that is already closed. The remaining levers are all timing decisions.
The industry moves under you
An acquisition, a reorganization, a new role, or a layoff. Each changes vesting, severance, and deferred comp, and each arrives faster than a planning conversation normally happens.
Two generations at once
Children at home and parents who are starting to need help. Long-term care planning matters here because without it, the cost often lands on the children.
Could I step back early?
The question most people in your role ask quietly, usually in their late forties or fifties. It has a specific answer, and knowing it changes how the next decade feels.
No time to run any of it
You are in back-to-back meetings and traveling. Even when you know what should happen, there is no window in the week to make it happen.
Where we start
The role we actually play
You already have people. An accountant who files, maybe an attorney who drafted documents a few years ago, an insurance policy from an employer portal, and investments in four places from three employers.
What is usually missing is anyone connecting them. Your CPA does not know what vests in March. Your attorney does not know your beneficiary designations are out of date. Nobody is looking at the concentration in your employer stock as a risk rather than a win.
We take that coordinating seat. With your permission, we organize the financial picture and bring the right questions to your CPA, attorney, and other professionals before deadlines close.
The work that follows
What we usually end up covering
- What this involves →
Equity compensation
Vest dates arrive whether or not anyone has thought about them. The work is deciding, ahead of time, what you sell, what you hold, and what the tax bill will be.
- What this involves →
Tax strategy
Most tax advice assumes you own a business. When your income is a paycheck, the levers are fewer, and using them depends entirely on timing.
- What this involves →
Executive compensation
Deferral elections, bonus timing, benefit choices, severance terms. Each one is a decision, and most of them default if you leave them alone.
- What this involves →
IPO & acquisition planning
Most of the decisions worth making about an IPO or acquisition have deadlines that pass before the money arrives.
- What this involves →
Retirement income
It is the question most people ask late and quietly. Answering it properly takes an afternoon, and the answer changes how you feel about the next ten years.
- What this involves →
Estate & legacy
Most estate problems we find are not missing documents. They are documents that no longer match the accounts, the titling, or the family.
Free tool
Vesting this year? Find the tax bill nobody warned you about.
Employers commonly withhold federal tax on vesting RSUs at 22%. Plenty of the people we work with sit in the 32% or 37% bracket, and that difference shows up as a bill at filing. Five inputs and about twenty seconds gives you the number.
- Shares vesting
- 1,200
- Value at vest
- $180,000
- Withheld at 22%
- $39,600
- Owed at 35%
- $63,000
- Gap to cover
- $23,400
Further reading
Employer stock guides and tools for Medtech executives
Employer stock decisions often depend on grant terms, vesting dates and tax timing. Our equity compensation planning service describes how we work through RSUs, options and ESPP shares, and our guide to equity compensation planning offers a framework you can use on your own, including what to check before a voluntary job change. To see how withholding may differ from your actual tax cost, try the RSU Tax Gap Calculator and read why RSU withholding can fall short; the RSU tax planning guide for Medtech executives covers vesting and withholding in more depth. If your company is being acquired, see what can change in our MedTech acquisition equity guide. Related decisions include deferred compensation planning and planning around a job change. Our office is in Mandeville, and our Mandeville office page describes the Northshore and greater New Orleans area we serve from there.
How this starts
Three steps, and the first one costs you 30 minutes
Step 01
Tell us your story
About 30 minutes, no cost, no obligation to do anything afterward.
- How you got to this point, in your own words. Career, family, the decisions that shaped the last ten years.
- What keeps your attention at odd hours. Usually it is more specific than money in general.
- What success looks like to you. Not a number we hand you, the version you would describe to a friend.
- Who is already in your corner: your CPA, your attorney, anyone else we should be working alongside.
Straight about money
The first meeting is free
If we go ahead together, planning carries a fee, and you will know the number before you commit to anything. For households with more than $1 million in assets that we manage, the planning fee is typically waived.
Straight answers
Medtech executives: common questions
With a single page listing every grant: type, grant date, vest schedule, strike price, and expiration. Most people have that information spread across two portals and an old PDF. Once it is in one view we work out the tax cost of the next twelve months of vesting, then set a concentration ceiling and a sale schedule to reach it.
Start with unvested equity, because acceleration provisions vary widely between plans and usually carry the largest dollar figure. Then look at your deferred compensation distribution triggers, your severance and change-in-control terms, and which tax year the whole thing lands in. These interact, so reviewing them separately tends to produce a worse answer.
It depends on the plan documents. Unvested RSUs and options are often forfeited when employment ends, although some plans provide for continued vesting, acceleration or severance-related treatment. Vested options often carry a short post-employment exercise window, and the tax treatment of an exercise depends on the type of option. Before you give notice, it may help to list each grant with its vest schedule and expiration date, read the plan's termination provisions, and review the timing with your CPA. Our equity compensation planning guide covers what to check before a voluntary job change.
The first conversation is about 30 minutes. Gathering documents is the part that takes your time, and we keep the list to what genuinely changes the answer. After that, the coordinating work with your CPA and attorney is ours to carry, and reviews are scheduled around your calendar rather than a standard quarterly slot.
GGM Wealth Advisors is based in Mandeville, Louisiana and works with Medtech executives whose compensation includes RSUs, stock options, and concentrated employer stock. The planning work may include organizing grant details, reviewing upcoming vesting and tax-withholding decisions, setting concentration limits, and coordinating questions with a client's CPA or attorney. It may also include reviewing what could happen to equity in an acquisition or a job change. Each equity plan and tax situation is different, so the analysis begins with the plan documents and the client's broader financial picture.
You do not need to live in Louisiana. The office is in Mandeville, and we currently work with clients in Louisiana, Florida, and Colorado among the states where we are registered. Most of the relationship runs over video and email regardless of location, which suits people who travel constantly.
This material is for general educational purposes only and is not intended as tax, legal, or investment advice. Neither GGM Wealth Advisors nor Cambridge provides tax or legal advice. Please consult a qualified professional about your specific situation. Estimates are illustrative, based solely on the figures you enter and simplified assumptions. Your actual results will differ.
Let's start with a conversation
Bring whatever is on your mind: a vest date you are unsure about, an offer you are weighing, a business you might sell in three years. Nothing to prepare, no cost, and you will leave with something useful whether or not we end up working together.