Tech Employees

If you've worked with a financial advisor for any length of time, you've probably brought something up that you read about or heard about; be it a trend, an asset, or a strategy that caught your attention.

What happens next tells you a lot about the relationship.

In Jurassic Park, the scientists didn’t fail because they lacked intelligence.

They solved every problem in front of them. The system worked exactly as designed.

And then the problem showed up all at once.

Most retirement plans don’t fail because people are too aggressive.

They fail because they’re just reasonable enough to go unquestioned.

A Googler asked me this week whether 3% was a solid COLA projection for retirement planning.

It’s a reasonable assumption.

It’s also doing more work than most people realize.

If you work in tech, there’s a good chance a meaningful part of your wealth isn’t coming from your salary.

It’s coming from RSUs.

And in my experience, most people don’t struggle because RSUs are complicated…

They struggle because no one ever shows them how the pieces fit together.

Restricted Stock Units (RSUs) can be a powerful wealth-building tool for technology employees, but they can also create tax surprises if the rules are not understood upfront.

Many professionals assume RSUs work like a simple bonus. In reality, vesting can increase taxable income quickly, affect withholding, and influence later investment decisions.

For many employees at large technology companies, Restricted Stock Units (RSUs) can accumulate into a significant portion of their net worth over time.

Years of vesting schedules, refresh grants, and strong stock performance can gradually turn employer equity into one of the largest assets in an investor’s portfolio.

One of the most common questions technology professionals ask when their Restricted Stock Units (RSUs) vest is simple:

“Should I sell my RSUs immediately, or should I hold the stock?”