Reward, retain, and protect your top talent
Strategic life insurance and benefit plans that give business owners and key executives a tax-efficient edge.
Section 162 bonus plans
Tax-deductible bonus to fund executive life insurance.
Key person coverage
Protect your business if a critical employee is lost.
Buy-sell funding
Ensure smooth ownership transfer if a partner exits.
Deferred compensation
Defer income for executives with tax advantages.
Business succession
Plans for orderly transfer to family or partners.
Customized to your goals
We model multiple structures with your CPA & attorney.
Executive & Business Owner Strategies
The right combination of insurance and benefit plans can protect your business from disruption, reduce your tax bill, reward your most valuable people, and ensure a smooth transition when you exit.
Section 162 Executive Bonus Plan
The simplest way to provide a meaningful benefit to a key executive. The business pays a bonus to the executive — fully tax-deductible to the company — and the executive uses that bonus to fund a personally-owned cash-value life insurance policy.
- 100% tax-deductible to the business
- Executive owns the policy and the cash value
- Optional 'double bonus' covers the tax on the bonus
- Vesting/restrictive endorsements possible (REBA)
Key Person Insurance
If your business would suffer financially from the loss of a founder, top salesperson, or critical executive, key person insurance protects against that risk. The business owns the policy, pays the premium, and receives the death benefit tax-free — providing capital to recruit, retain operations, and reassure lenders.
Buy-Sell Agreement Funding
A buy-sell agreement is the most important document a multi-owner business can have. Life insurance funds the agreement so that if a partner dies, becomes disabled, or exits, the remaining owners have the cash to buy out the departing owner's interest at a pre-agreed price — without disrupting operations.
- Cross-purchase — owners buy policies on each other
- Entity purchase (stock redemption) — business owns policies
- Hybrid / wait-and-see structures
- Disability buy-out riders available
Non-Qualified Deferred Compensation (NQDC)
NQDC plans let you reward and retain key executives by deferring a portion of their compensation to a future date — typically retirement. Unlike a 401(k), there are no contribution limits, and benefits can be 'golden handcuffed' with vesting schedules to encourage long-term loyalty. Often informally funded with corporate-owned life insurance (COLI).
Business Succession & Estate Planning
We coordinate with your CPA and estate attorney to design a succession plan — whether that's transitioning to family, selling to partners, an ESOP, or an outside buyer. Properly structured life insurance can equalize inheritances, fund estate taxes, and provide liquidity exactly when it's needed.
Group & Voluntary Benefits
We can also help structure group life, voluntary life, disability, and supplemental benefit programs that strengthen your overall employee value proposition without straining the budget.
Who is this ideal for?
- Business owners with 1+ key executives or partners
- Multi-owner LLCs, S-corps, and C-corps without a funded buy-sell
- Founders planning a 5–15 year exit or succession
- Companies losing top talent to bigger benefit packages
- Professional practices (medical, legal, financial) with key partners
- Family businesses planning generational transition
Talk to a business strategist
A no-obligation review of your current structure with a licensed advisor.