Company executives are facing a career planning landscape with two unique challenges. Many have received restricted stock units (RSUs), non-qualified stock options (NSOs) and incentive stock options (ISOs) as a significant part of compensation, and a stock market tailwind has rewarded their hard work with meaningful wealth.
This "golden handcuffs" comp structure incentivizes sticking around through rolling vesting periods, and the concentrated stock positions can make portfolios feel precarious.
