NQDC · Executive Planning
Non-Qualified Deferred Compensation rewards loyalty, funds retirement beyond qualified plan limits, and creates a retention advantage most competitors can't match.
Offer compensation structures that qualified plans can't match — no contribution limits, no government-set vesting rules. A package that attracts the people you want before your competitor does.
Structure the deferred compensation so the benefit vests over time — years of service, performance milestones, or both. Leaving early means leaving money behind.
Fund a retirement income stream outside the qualified plan ceiling. The executive who spent twenty years building your company deserves an architecture that reflects it.
The Tax Advantage
The employer deducts the contribution. The executive defers the income to retirement — often at a materially lower tax rate. The same structure works for both.
Large corporations have used this for decades to compensate their most valuable people. It is available to businesses of any size. Most owners were never told.
For the employer
Deductible contribution. Retained talent. Reduced turnover cost. A competitive benefit that doesn't require raising salary.
For the executive
Income deferred to retirement — often at a lower tax rate. Supplemental retirement income beyond the 401K ceiling.
No contribution limits
Unlike qualified plans, NQDC has no IRS ceiling. The benefit can be sized to reflect the executive's actual value — not the government's.
Who This Is For
COOs, CFOs, top producers, founding team members — the people whose departure would materially damage the business.
The structure makes staying worth more than any competitor's offer — and vesting schedules build in a reason to stay.
Revenue generators whose client relationships walk out the door with them. The structure keeps them and their book.
People who were there when it wasn't certain. NQDC is how you honor that history in a structure that reflects what they built alongside you.
Start the Conversation
Every NQDC structure is custom-designed around the business, the executive, and the relationship. The conversation starts with understanding what you're trying to protect — and who you're trying to keep.
Start the Conversation