Fast-moving companies, slow-moving benefits.
Engineers compare offers on equity and cash, then read the benefits page. A missing or bare-minimum 401(k) reads as a company that hasn’t grown up — and by Series B, candidates and investors both notice.
We stand plans up quickly: payroll-native integration, automatic enrollment for a young workforce, Roth and after-tax capability for people who max out early, and a fiduciary structure that keeps your four-person people team out of fund selection.
Four things a tech company plan has to do.
A funded match and immediate eligibility close the gap when you’re recruiting against companies with deeper cash.
Roth deferrals, after-tax contributions, and in-plan conversion for engineers and executives who hit the limit in September.
Payroll-native integration, automatic enrollment, and one point of contact instead of a recordkeeper-TPA-broker triangle.
As 3(38) fiduciary we select and monitor the investments, so your CFO or head of people never has to.
What breaks in a fast-growing company’s plan.
Growth causes most of it. Each one is predictable, and each one is preventable.
Crossing 100 eligible participants triggers an independent plan audit. Budget for it a year out, not in July.
Employees spread across states create auto-IRA mandates and payroll setups that must line up with the plan.
Reclassifications and PEO exits change who was eligible, retroactively. The plan document has to keep up.
A long vesting schedule creates forfeitures and resentment in a population that changes jobs every three years.
The levers we pull for tech companies.
A young workforce joins by default and steps up annually — participation without running a campaign.
Engineers who max out early get a compliant route to substantially more tax-advantaged savings.
Payroll-native setup, prior-plan conversion where needed, and enrollment before the next hiring wave.
Designing for the headcount you’ll have, not the one you have.
A plan built for 30 people fails at 130: the audit threshold, the safe harbor election deadline, state mandate coverage, and the eligibility definition all bind at different sizes. We write the document so the plan absorbs a doubling in headcount without amendments, and we flag your audit year a year ahead so it lands as a budget line instead of a surprise.
From first call to a plan that runs itself.
Onboarding that fits how you already work.
Enrollment inside your payroll flow, async education for distributed teams, and one-on-one sessions for the employees who want them.
See how we support participantsOther industries we serve.
Stand up a plan before your next hiring wave.
Tell us your headcount, payroll provider, and timeline and we’ll come back with a design and a launch date.