Financial planning and education (without the jargon) I Creating blueprints for high-earning sales executives and business owners

I left the financial industry because I saw a problem.

People wanted to work with a planner, but they ended up becoming a number on a spreadsheet.

I had to leave to start something new.

And now?

I'm a fee-only planner who helps salespeople & equity compensated employees under 45 give a purpose to their paycheck.

I left the large financial institutions to start my own independent company. I did it so people could pay for real planning and not just an agenda to sell a hidden product. 

As a true fiduciary, Pashman Financial, LLC was built on that promise by focusing on you and you only.

🔵 Why people hire me? 

Well, people have come to me with the following problems:

- They want peace of mind with their money
- Their old advisor barely communicates with them
- They want an answer tailored to them, not from Google
- They felt pressured to buy a product that wasn't a right fit
- They are great at making money but struggle to keep it
- They want a simple plan that's easy to understand
- They want someone to hold them accountable
- They want someone they can trust

🔵 What are my services?

I help identify your goals, craft a financial blueprint that lays out action items to hit them, and monitor your progress. 

💵 Cash Flow Management  
📈 Equity Compensation
🏡 Real Estate Planning
📊 Investment Planning
📍 Retirement Planning
🛡 Insurance Planning
📚 Education Planning
💲 Tax Management
💳 Debt Repayment
📃 Estate Planning

🔵 Who do I serve?

Age: Individuals and families between 30-50 years old
Target: Sales pros, tech employees, other millennial families
Location: Virtually anywhere in the U.S.

But I love working with people that are driven to make a change. So even if you don’t fit these criteria, feel free to reach out. Your personality is everything. 

🔵 Why I'm different?

1) My model is primarily a flat fee service. No time trap. 

2) I do not require you to hand over your investments nor require a minimum to work with. Managing your assets is optional and I'll still assist you if you do it yourself. My focus is ongoing financial planning. 

3) I focus on how to increase your cash flow, not just your assets. I work with you to ensure your systems are set and consistently educate you on how your finances work. I get paid to truly keep you accountable over time.

You can find my pricing in my "featured" section on the website. 

Stop delaying action. Shoot me a message to schedule a complimentary intro.

Max Pashman, CFP®

Renting is not a waste of money 
Renting is not a waste of money
Renting is not a waste of money
Renting is not a waste of money
Renting is not a waste of money

It isn’t always “throwing money away”.

In fact, it’s an option that offers flexibility.

It’s avoiding being locked into a mortgage you’re not financially or emotionally ready for.

People underestimate how costly the wrong home purchase can be.

Better to stretch on rent than get trapped by a mortgage you can’t afford.

Helping Founders and Executives Plan for Early Retirement and Exit

Most have no clue what a write-off does.

Here's a quick breakdown of what it is:

A write-off is merely a deduction.

So use the example:

→ You get a $20,000 expense to write off
 → If your income starts at $200,000?
 → It gets lowered to $180,000
 → So what does that mean?

Here's what it does not mean:

IT DOES NOT MEAN $20,000 LESS TAXES.

A deduction does one thing:
Reduces income taxable.

In this case, a single person in 2025:
(Using only federal taxes in this example)

→ The entire $20,000 is in the 32% bracket
 → The amount taxed? $6,400 federal
 → So with the taxes saved?
 → You netted - $13,600

So yes, you saved more in taxes.

But you still spent money in the end.

It's not a dollar-for-dollar save.

It's a reduction in income taxed.

Big difference!

Note: Post is purely educational and not financial or tax advice*

Max Pashman

pashman-financial-llc

schooloffinances

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Your employer offers you a $200,000 salary. 

But also offers a $200,000 bonus with it.

When you get the bonus, it's taxed just like your salary. 

Except it's withheld completely different from it. 

One question you should always ask:

What will you do with the bonus?

Option 1: Spend it
Option 2: Save it in cash
Option 3: Invest in your company's stock
Option 4: Invest it into your portfolio

No matter what happens, that bonus gets taxed when it vests. 

And if you haven't figured it out by now, I'm not talking about a bonus.

Welcome to planning around Restricted Stock Units (RSUs) 101

90% of parents plan to invest for their kids, but are clueless where. 
 
Here are the full details of common accounts to consider:
 
#1 529 Plan 
 
Usually the first option people think of when planning for their kids. 
 
This is the traditional go-to if you know your kid is going to college. 
 
The reason being is that it provides tax advantages specifically for educational needs. 
 
Pros of 529: 
 
-Earnings are tax-free when used for qualified educational expenses 
-Can front load up to 5x normal contributions 
($19,000 X 5 = $95,000 per contributor) 
-May offer a state deduction depending on the state 
 
Cons of 529: 
 
-If not used for education, earnings are taxed + hit with a 10% tax penalty 
-Limited investments options available 
-Expense ratios could be high 
 
 
#2 UTMA / UGMA 
 
Don't think the funds will be used for college? 
 
One of the most popular alternatives is a UTMA / UGMA. 
 
It can be a good way to provide a nest egg for the future. 
 
Pros of UTMA/UGMA: 
 
-A vehicle that could be used to teach your kids about personal finance 
-Can be used for any purpose and not just their education 
-Exempted from paying a gift tax up to $19,000 / year 
 
Cons of UTMA/UGMA: 
 
-Hurts financial aid as a kids asset and is subject to kiddie taxes 
-Contributions are irrevocable (cannot be taken back) 
-Funds MUST be given to kids when they are 18-21 depending on the state 
 
#3 Custodial Roth IRA 
 
Who doesn’t love a Roth? 
 
Now you can provide one for your child. 
 
This is a unique way to build tax-free money that’s partially accessible penalty-free before retirement. 
 
(Partially is the key word here) 
 
Pros of Custodial Roth IRA: 
 
-Not included in the financial aid calculation 
-Access to contributions are penalty free 
-Earnings are penalty free and/or tax free if requirements are met 
 
Cons of Custodial IRA: 
 
-Restrictions on earnings withdrawals 
-Retirement is a very low priority for an 18 year 
-Full control is given to the child by 18/21 (like a UTMA / UGMA) 
- Child must also earn income to contribute
 
#4 Brokerage (Under Parent's Name)
 
While it doesn’t have many tax benefits, it offers flexibility. 
 
You may not know what to do with your kid's future, so this provides options open to you. 
 
This also gives you control over how to invest and when to gift. 
 
Pros of Brokerage: 
 
-Flexibility around managing and investing 
-No penalties for withdrawals 
-Capital gains tax treatment 
 
Cons of Brokerage: 
 
-No deductions 
-Dividends and trades are taxable in the year received & realized 
-Could be subject to kiddie tax if funds gifted before their adulthood 
 
What works for you will depend on your situation. 

Choose the accounts that fit for your kids! 

- - - - - - - - - - - - -

Like these visuals? You'll love my money visual newsletter.

Be sure to be subscribed to receive the new one this week:

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Talks about #money, #wealth, #investing, #personalfinance, and #financialplanning

People spend roughly $200 a plate for a Thanksgiving dinner. If they took that $100 and invested it in the market over 30 years you would have made nah I’m just kidding have a great Thanksgiving everyone!

"Let's circle back after the holidays"

1st Follow Up: I meant after Christmas

Next Follow Up: Sorry I really meant after Valentines Day

Next Follow Up: Yeah I meant my CPA's tax holiday season

Next Follow Up: Oh whoops I'm on Holiday for the entire summer

Next Follow Up: Scary the year went by! Speaking of which, I meant after Halloween

Next Follow Up: Who are you? Oh yeah. Let's circle back after the holidays.

Major changes are coming to your finances in 2026. 

Here's everything you need to know:

Every year, the IRS adjusts contribution limits to keep pace with inflation, but 2026 is shaping up to bring some of the most notable increases in recent memory. If you're planning ahead for retirement, these updates matter.

→ Workplace Retirement Plans (401(k), 403(b), 457)

2025: $23,500
2026: $24,500

Catch-Up (50+): increasing from $7,500 to $8,000 (up to $11,250 depending on income)

→ Traditional & Roth IRA

2025: $7,000
2026: $7,500

Catch-Up (50+): increasing from $1,000 to $1,100

→ SIMPLE IRA

2025: $16,500
2026: $17,000

Catch-Up: increasing from $3,500 to $4,000 (up to $5,250 depending on income)

→ Health Savings Account (HSA)

2025:
• Individual: $4,300
• Family: $8,550

2026:
• Individual: $4,400
• Family: $8,750

Catch-Up (55+): remains $1,000

→ What this means for you

Higher contribution limits create more room to lower taxable income, increase long-term investment potential, and accelerate progress toward retirement. 

Even incremental annual increases compound significantly over time.

If you want 2026 to be a year where you maximize your financial opportunities, start planning now.

If you need help building a contribution strategy that aligns with your goals, reach out and let’s talk.

Your friend sells iPhones for $1,000.

You decide to buy an iPhone from your friend.

Your friend says to you:

"Hey you're my friend so I'll give you a 15% discount and let you buy it for $850."

You buy the iPhone for $850.

Because of the high demand for these iPhones, this iPhone has the potential to increase its value or lower it.

And people right now are willing to buy them for $1,000.

You have two choices:

Option 1) Hold on the iPhone and see it's value go up or down

Option 2) Sell it immediately and pocket that $150 profit

All of which depends on a couple of factors:

- Your financial situation
- Your desired exposure
- Your risk appetite
- Blackout periods

And if you haven't figured it out by now, I'm not talking about iPhones.

Welcome to Employee Stock Purchase Plans (ESPP) 101.

If I were a DIY investor, these are the platforms I'd be using:

- Banking: Chase
- Investing Platform: Fidelity / Vanguard
- HYSA: Betterment / Wealthfront / Marcus
- Bill Management: Rocket Money
- CC Comparison: Points Guy
- Tracking Progress: Monarch
- Estate Planning: Trust&Will.com
- Life Insurance: Ladder Life
- Donations: Daffy.org
- Budgeting: YNAB

None of these companies paid me to write this. 

I genuinely like the areas that help DIY investors here. 

One area I did not include: retirement software. 

I personally believe that without the right expertise, this is the hardest to execute on your own.

Despite all the things you can do on your own, I think getting a second set of eyes for areas like retirement planning, equity compensation, tax planning, and exit planning needs the expertise of an advisor.

Which tools do you use?

I've fallen off the wagon a bit on LinkedIn.

Less time on here. Less engaging.

Ironically, my impressions have never been better.

But the truth is that I need time to cool down a bit. 

Some people love to flex how often they show up on here or how much they engage. 

When you are a solo business owner, your time just needs to be recharged. 

It's just my simple way of not making my way to a burnout. 

Regardless, I can't wait to go back on full go in a couple of weeks. 

I've never been more optimistic about what LinkedIn can provide in 2026 and beyond. 

Let's keep it going folks!

Today: Shirt worth $100

Black Friday next week: “50% OFF! Now $100!”

 What a steal.

52% of families are unprepared for an unplanned expense. 
 
Here's how you can better prepare for it:

Create a safety net in your plan.

AKA an emergency fund. 
 
Doing so for three reasons:
 
-> Access to short-term funds 
-> Avoid tapping into long-term funds 
-> To prevent you from taking on more debt 
 
The chart you see is one that I put together. 
 
I love to incorporate multiple variables to identify the right number. 
 
These are just some examples. 
 
And just my personal take on what I've seen. 
 
You may only need 3 months, but you want 12 months for peace of mind. 
 
The point is that while the 3-6 month rule is a good benchmark, it's also flexible. 
 
Choose the amount that fits your profile. 
 
It's an insurance policy for your goals.

Don't go into a food coma with your money. 
 
Here's what most miss about finances: 
 
It's not about the fancy stuff. 
 
Investing is awesome. 
So are the investments. 
And so are the vehicles. 
 
But individually, they mean nothing. 
 
The combination of them does. 
 
Things that should be considered: 
 
- Why you have them? 
- How do they work with one another? 
- What role they play with your goals? 
- Where does you money work?] 
- When do you need it? 
 
By having the right plan, you can put a purpose to your paycheck. 
 
You wouldn't wing a Thanksgiving dinner. 
 
Neither should you with your finances.

Happy Thanksgiving!

You have Chat GPT for find your answers.
You have Perplexity to find your answers.
You have Gemini to find you answers. 

Yet, you haven't made changes.

Or worse, left wondering what you need to change now. 

Things like:

- Set up automated investing systems
- Build a savings plan for your next home
- Make a debt payoff plan you can stick to
- Build a real equity plan (RSUs, ISOs, ESPPs)
- Create a tax plan for bonuses and RSU vests
- Build a simple spending plan that actually works
- Optimize your account order (taxable, 401k, Roth, HSA)
- Review insurance needs without selling you insurance
- Optimize self-employed taxes and retirement plans
- Run long-term projections for major decisions
- Turn vague financial goals into real numbers
- Review your full financial picture for gaps
- Set up a smart charitable giving strategy
- Create an early retirement roadmap

In other, words you haven't taken action... yet.

We're entering an interesting era of paralysis by analysis. 

We're getting more well informed about our finances thanks to AI.

But the lack of action continues to remain with humans. 

Let's make 2026 our goal to it implement together.

It takes a human to know a human after all.

When you need help, DM me.

SpaceX is rumored to IPO at a $1.5 trillion valuation.

While great for employees, it could also be a tax nightmare. 

Take Timmy, for example.

He got 10,000 ISOs back when the company was tiny.

Strike price? 10 cents a share.

Meaning he could buy everything for just $1,000
(10,000 × $0.10)

Fast forward.

SpaceX becomes one of the most valuable private companies in the world.
The latest 409A valuation hits $200/share.

So on paper?

Timmy’s options are worth $2 million.
($200 × 10,000)

He hasn’t exercised yet.

Then, like many employees do, he accepts another job.

And suddenly, the countdown starts.

Most companies give you 90 days after leaving to exercise ISOs before they turn into NSOs.

So Timmy rushes.

He exercises everything in December 2025.

Pays the $1,000 strike price.
No regular tax due at exercise.
He now owns the shares.

Feels amazing.

Until tax season.

Timmy discovers he owes over $500,000 in AMT.

Because AMT treats the bargain he got:

($200 FMV – $0.10 strike) × 10,000 = $1.999 million as income for AMT purposes.

Here’s where SpaceX employees could run into the same problem:

Even if SpaceX IPOs in 2026?

You still can’t sell right away.

Because:

- Newly public companies have insider lockup/blackout periods
- Employees often can’t sell for 6 months or more after IPO
- Pre-IPO shares may have transfer restrictions
- Early investors usually get liquidity before employees

So imagine Timmy:

- He exercised in December to beat termination deadlines.
- He triggered a huge AMT bill on paper gains.
- The IPO happens in 2026, great!
- But he’s still locked up and cannot sell.

Meaning:

The AMT bill is due in April 2026

The shares still aren’t liquid.

He might not be able to sell until late 2026 or even 2027.

This turns from a dream to a nightmare.

This exact sequence has happened before at other rocket-ship startups.

Let’s pause:

Timmy is not a real person.
(This is a hypothetical scenario after all)

But problems like this?
Not made up either.

And it’s preventable.

Here’s what Timmy could have done:

- Run an AMT forecast before exercising
- Exercise earlier when the valuation was far lower
- Exercise gradually instead of all at once
- Plan for liquidity timing around IPO + blackout periods
- Keep cash on hand for any AMT exposure
- Or choose not to exercise at all

And one more nuance:

Even if you owe AMT, you may recover some through the AMT credit, but only if the stock eventually sells for a gain.

If the price drops before he can sell?

The AMT is gone forever.

That’s why ISO planning matters.

Equity can be life-changing.

Or financially devastating.

The difference isn’t the IPO.

It’s the strategy leading up to it.

So if you’re at SpaceX, or any pre-IPO company, run the numbers before exercising.

Don’t end up like Timmy.

Dear LinkedIn,

Show everyone's impression count. 

Sincerely, 
Literally Everyone

64% of adults fear outliving their money more than death.

But most haven't heard the 4% Rule. Here's how it works:

It was a rule created to help retirees determine the amount they can take out.

It was intended to give people a guideline on what to aim for. 

The rule is pretty straightforward. 

In the first year, take out 4% of the portfolio. 

Then adjust that dollar amount for inflation annually after. 

It was originally tested with a couple of parameters:

- For a 65 year old (25-30 year retirement)
- Allocation with 50% stocks / 50% bonds
- Tested in a worst-case scenario

Using historical data, the rule was determined to give retirees a safe number to stick with. 

Is it completely flawless?

Not entirely. 

Many things can have an impact like:

- Inflation
- Economy moving forward
- Your unexpected variables to your situation

This is why the 4% rule is more of a reference than a final say. 

But it is a great guideline for a quick calculation to see your number. 

In reality, you will need a financial planner to help you out here. 

You need to evaluate variables such as:

- The timing of your retirement
- How long your retirement will be
- How your portfolio will be allocated 
- What other sources of income do you have
- What is the economy in your first year 
- What other goals will impact it
- And much, much more

When you need a quick number, you can use this freely.

But when you need the answer to work for you?

Seek a consultation from a financial planner. 

We're here to help when you're ready!


And if you want to see more helpful visuals like this, check out the newsletter with more details behind how they can help you.

Check it out here:

https://lnkd.in/gJC9mTQH

If you sell your RSUs, this one mistake can cost you thousands.

Before you sell, always check your cost basis. For example:

You receive company stock at vest
→ Share price at vest: $40

Later, you sell
→ Share price at sale: $100

What should happen:

Cost basis = $40
Sale price = $100
Taxable gain = $60

But what I’ve seen happen way too often:

Cost basis shows $0

So the IRS thinks:

Sale price = $100
Taxable gain = $100

That means:

You’re paying taxes on gains you never actually made

Higher capital gains = Higher tax bill!

The good news:

This is usually a reporting issue.

It can often be corrected before (or even after) the sale.

But only if you catch it.

Before selling any RSUs, ESPP, or stock awards:

- Check the cost basis
- Confirm it matches the vest price
- Fix errors before you hit sell

Because paying extra taxes for no reason is a mistake you don’t need to make.

Educational only. Not tax advice.

Dan Goodman Employment Advisory

I am pleased to announce the launch of the Dan Goodman Employment Advisory (DGEA), a dedicated employee advocacy practice guiding individuals through the intricacies of the working world. Our goal is to empower employees to confront the often unjust, and, at times, illegal actions of employers. It’s time to resist becoming a passive victim and walking away with lasting scars. 

Take a stand - feel like a warrior, not a victim. Regardless of the outcome, you can put this challenging experience behind you and move forward. The important part is to fight back. You owe it to yourself, your family, and your mental health.  Avoid the burden of regret that can linger for years, if not decades, for enduring mistreatment.

Clients consistently attest that the invaluable lessons gained through our process surpass the material gains such as increased severance or recovered commission.  The transformational shift in perspective towards oneself, the employer, and the world is profound.  No longer blindly trusting, clients become proactive in anticipating and averting negative outcomes. 

For far too long, employers have exploited, stolen from, bullied, and intimated their workforce. With high powered attorneys crafting one-sided contracts and experienced HR professional actions acting in the employer’s best interests, employees are left defenseless.  DGEA is here to level the playing field, providing support needed for employees to stand up for themselves. 

No longer should individuals face these challenges alone, susceptible to manipulation and exploitation. I step into the role of advocate, standing alongside employees in their pursuit of justice and fairness in the workplace. Together, we dismantle the culture of silence, empowering individuals to assert their rights.

Founder and CEO

TruCommish

A unique DTC SaaS solution for salespeople to verify the accuracy of their compensation, provide means for remuneration and analytics to enable data driven decision making to maximize earnings.  The first of its kind, sales compensation verification service designed specifically for salespeople.

Acuity Link (acquired by Central Logic)

SaaS-based solution to enable health care institutions to improve patient discharge workflow.  
- Provided strategic direction, pivoting goto market strategy, value proposition & business model.  
- Executed high value partnerships and technology agreements.
- Identified new market opportunities, championed initiatives to drive incremental revenue streams.
- Hired, trained and managed sales team and lead generation activities and marketing initiatives.
- Created all corporate content including web site, pitch decks, collateral, press releases, email campaigns, sales training, analytics reporting and analysis.
- Developed operational business model used to raise funding and strategic planning initiatives.

Executive Vice President Business Development and Strategy

Compensation Consulting

Provided sales compensation verification services for top performing sales people in the value-added reseller markets.  Assisted clients in recouping tens of thousands of dollars in earned but unpaid commissions and bonuses.

Principal

Mazu Networks (acquired by Riverbed Technology)

Network infrastructure software company that helps organizations manage, secure, and optimize availability and performance of global applications.
- Conducted business development, strategic planning and marketing programs. 
- Assisted in developing corporate, sales and partnership strategies, including developing value 
  proposition, customer ROI model, solution selling and flexible packaging and pricing programs.  
- Completed industry assessment and market sizing of the network security and availability market.  
- Developed customer evaluation program including negotiating contracts and setting eval. criteria.  
- Negotiated framework for strategic alliance with Ericsson on network security for wireless networks.
- Developed customer/market feedback program to assist in prioritizing development projects.

Director of Business Development

Nortel Networks

Multinational telecommunications and data networking equipment manufacturer.
- Identified and managed partner alliances in support of Content Networking Portfolio Group 
- Negotiated and executed on OEM and technology development agreements with Volero
- Worked with senior management to develop portfolio strategy and to identify technology gaps.   
- Project team leader for industry assessment of content management solutions.  
- Worked with Corporate Development and Venture Capitalists in evaluating potential investments.

Senior Manager, Partner Alliances , Carrier and Service Provider Division

Product management liaison to service provider and distribution channel.  OEM Relationship Mgr.  
- Business Development prime for 3rd party security relationships fncluding firewall (Check Point), PKI (Entrust, Verisign, RSA), Compression (HiFN), VPN/IPSec (IRE), and NAT (Wind River).  
- Manage all aspects of 3rd party OEM relationships, including contract negotiations, technology licensing, marketing and support programs, pricing and packaging, and product development.  
- Worked with channel partners to drive business development programs and increase revenues.
- Worked with sales force to develop business cases in support of sales driven development. 
- Renegotiated licensing agreements resulting in annual savings of over $2.1 million.

Business Development Manager, Router Product Management Group 

Provided strategy consultation to Executives and Router Product Management organization.  
- Developed forecasts, market segmentation, and projected market shares.  Presented analysis to Product Group’s strategic planning task force that was used to prioritize development programs. 
- Consulted with product managers in developing business cases for new product development.
- Prepared analysis of competitor’s strategic positions across organizational, financial, marketing, and technological dimensions. Presented recommendations to Executive Management.  
- Provided business, market and technical analysis in evaluating potential acquisitions .

Senior Strategic Planning Manager, Products Bussiness  Group

Progress

Business Development Manager - 	Identified potential acquisition and alliance candidates.  
- Member of team negotiating technology exchange and licensing agreements.  
- Created financing model used to evaluate the feasibility of potential acquisitions
- Worked with strategic relations managers to expand relationships with partners.
- Gathered competitive information and created segmented market share analysis.
- Developed operating model used to create PSC’s long-term strategic plan.

Business Development Manager

Developed systems to improve financial and operational reporting and analysis.  
- Managed team responsible for consolidation, analysis and presentation of operational data.
- Conducted product analysis used to prioritize porting schedules and product retirement policies.
- Researched and analyzed various market segments and drafted business plans.
- Developed systems to analyze and measure the impact of pricing changes on product revenue. 
- Gathered competitor pricing information and made recommendations to existing pricing policies.

Manager, Marketing Financial Analysis

Hale and Dorr LLP

Largest full service law firm in New England - Manager, Marketing Research and Analysis
- Conducted business development, strategic planning and marketing programs. 
- Led initiatives that resulted in more than $2.2 million in new business.  Consulted with attorneys to devise marketing strategies in developing presentations and in drafting proposals.
- Prepared and presented to management analysis on the firm’s client base and financial statements.
- Managed market research and analysis efforts including survey design, market share analysis and customer satisfaction studies.
- Created the New England IPO Report, a market analysis of the initial public offerings market.

Manager Marketing Research and Analysis

Chief Commission Officer 💰 I help salespeople find commission errors 🔥

Dan Goodman has been a fierce and passionate advocate for employees for nearly three decades. What started out as a hobby helping friends and family verify commission pay and identify and recover pay errors, soon became a mission that led to the founding of TruCommish. A commission audit service for salespeople. 

Recently, to help a wider audience of employees beyond salespeople and pay errors, Dan founded, Dan Goodman Employment Advisory. Dan's passion is to encourage and empower employees to stand up against wrongdoing. To not have years or decades of regret for being mistreated and doing nothing about it. 

For generations employers have relied on lack of information or misinformation provided to employees to coerce, mislead, and take advantage of them. Whether it is wrongly using PIPs to terminate employees, the farce of unlimited PTO, the false deadlines to respond to a severance, the façade of compensation plans being legal binding documents that the employer can change at any time without your agreement. The list goes on and Dan is here to shed light on these wrongful practices, educate employees on their rights and help to ensure the best possible outcome when these harmful situations arise. 

Dan assists employees across 8 practice areas: employment agreements, restrictive clause, severance offers, PIPs, stock/equity grants, compensation plans, commission/pay disputes, and general coaching, guidance, and advice. If you need help in any of these areas, book some time on Dan’s calendar for a paid call and he can help you sort through it all. 

Finally, Dan brings his passion for numbers and analysis along with his passion for uplifting the often-downtrodden salesperson at the moment they feel most isolated. Dan naturally has an analytically driven financial mind. He holds a BBA Cum Laude in Finance and an MBA Magna Cum Laude in Entrepreneurial studies from Babson College

Dan’s mission is to provide truth and transparency around the employer/employee relations. Shedding a light on many of the morally and often legally questionable practices by employers.

Dan Goodman

Don’t get drunk at your company holiday party.

Nothing good can come of it, only bad. You could wake up the next morning and find out you don’t have a job anymore.

Or you are suspended without pay based on claims of inappropriate behavior and not remember anything from the evening. 

Just because it is a company holiday party does not mean you should let your hair down all the way. You don’t know who is watching.

If you want to let loose, make a brief appearance at the party and go out with your friends. Use the LIFO accounting method. Last one in, first one out. 

It would seem obvious not to get drunk at a work event, but oh the stories I've heard. From 20 somethings to 50 year old c-suite executives. 

The company holiday party is not the place to get blasted even if it is an open bar or leadership is pushing drinks. 

You are still responsible for yourself and your behavior. Excuses don't fly.

Do you feel pressured to go the company holiday party? 

Would you rather not go at all?

Would you rather have a holiday bonus instead?

🥊Employee Advocate 🔄 Counter to Human Resources 🦸 Severance Whisperer 🤫 Founder/CEO 🔥 Entrepreneur🏌‍♂️ 🏖. I consult on all employment related matters including Job Offers, PIPs, Comp Plans, Equity Grants and more.

26-year-old Founding AE, terminated after 7 months with no severance. 

This after being recruited from a job he held for just 9 months to come here. Now he has two short stays on his resume, both caused by this employer, who took no accountability. 

I had a call with a young AE named Ian, who had a $75k base salary and a pipeline of deals. 

Instead of engaging in our full-blown contingency model, I provided him with a couple of one-off consultations. 

His employer was backed by one of the most well-known VC firms in the country. 

He was being terminated to avoid paying him on his deals that had not closed yet and discarded with no severance as an employee at will. 

We had a call and I dictated him a letter that he used to turn it into a $30k offer. When he shared this my mind was blown despite having heard similar results many times. It just does not get old and still thrills me to hear it. 

Despite being so young, Ian is a smart guy and not afraid to speak up and leverage his situation, including escalating to the VC firm if needed. 

The employer clearly wanted none of that and gave him almost 5 months’ severance after only 7 months of employment and being offered nothing initially. 

Ian’s ROI on his initial consultation with me was 16116%. 

I need to raise my rates.

'Tis the season for terminations. 

PIP’d before Thanksgiving. Terminated before Christmas. 

I mean man, these employers can’t wait till the first week of January? Can’t they let these longtime and dedicated employees enjoy the holidays with their family. 

Not to have to carry the anger of what is often an unfair and blindsided termination through the holiday season. The stress of being unemployed not knowing where and when your next paycheck is coming from. 

It can really leave someone reeling and I’ve seen it firsthand many dozens of times over the last few weeks. 

These decisions impact so much more than the bottom line, yet leadership can somehow block it all out and go and enjoy their holidays vacationing in the Greek Islands with their family. 

The spike in people reaching out for help in the last two months has been shocking. The stories of why they are reaching out even more so. 

Does humanity and decency play any role in the timing of firing decisions anymore? It does not have to be so cold and heartless. 

Why can’t “leaders” put themselves in the shoes of the others they are impacting and make decisions with a little compassion and empathy and not based solely on the all mighty dollar. The impact can have a rippling effect. 

Especially with people who have done so much for you. Made so many sacrifices over the many years they have worked for you, and in many cases whose direct efforts made you wealthy. 

There needs to be accountability in the workplace. At will employment needs to end and employers need to be held accountable for their employees. Not to be able to legally discard them like trash whenever they see fit.

IT professional on mental health leave due to toxic work environment. 

Expected to return from 3 month leave in just a week. Does not want to/can’t return to work. The environment he suffered in caused significant harm. So much so that his therapist strongly recommended not returning.

I consulted with a wonderful man named Eric. He worked for his organization for more than 3 years. Everything went great the first 2 years until, what usually is the case, a new leader came in and did not like Eric. Eric was highly thought of and respected in the organization and his VP viewed him as a threat. 

His VP began a 6-month campaign to misrepresent Eric and his work throughout the organization. After filing many complaints with HR and getting nowhere, the abuse continued until finally Eric could not take it anymore and went on medical leave. 

While on leave, the employer communicated that Eric’s position was not secured, as he was demoted and stripped of most of his responsibilities. A direct violation of the FMLA protections he was entitled to. 

Eric was recommended to me by several people. He reached out and he quickly became a client. Eric worked with me and my team to put together a compelling and empowering document. 

We were quite pleased to see an initial offer valued at more than $50k, which included severance and vesting of all unvested equity valued at more than $15/share above the strike price.

After 3 rounds of negotiations, it was clear the employer did not want Eric back as much as he did not want to come back. Despite not being terminated or offered any severance, Eric was able to negotiate a fair separation and settled for a $70k total severance package. 

Although I was confident there was a bit more to be had, Eric was fully satisfied and could not be happier. He is excited to put this behind him and move onward and upward.

Real leaders boost-up their employees. They don't tear them down. They make them better. 

Micromanaging and nitpicking are not leadership. It's the actions of small-minded, insecure people masquerading around as leaders. It shows a lack of trust and confidence. 

Sadly, there are too many meddling, micromanaging middle managers who think it is their job to ridicule rather than being supportive and uplifting. Often, they do not know what else to do because they lack leadership and vision. 

Too many people are in a position of authority that they should never be. This is one of the biggest contributors to employee unhappiness and retention issues. 

Poor managers need to be monitored and evaluated as thoroughly as they nitpick their employees. Not be allowed to rule with very little oversight that so often is the case.

We all want balance in our lives.

Spending 5 of 7 days of your life chained to a desk during sunlight hours is not balanced. That's almost 72% of your life between 9am and 5pm, never mind commuting time.

Many jobs don't matter where or even when you do them. Society is demanding more work balance. Employers need to step up and provide it,, not go back on their word or commitments.

Yet we see the opposite happening. Non-sensical demands to return to the office for no reason other than control, ego and lack of trust.

Employees being hired into fully remote jobs to now lose those jobs because the employer says never mind.

Short sighted employers will be left behind and have difficulty attracting and retaining top talent.

While those that provide the flexibility will be more desirable and be a place employees want to work.

There is more to life than work. Work hard, play hard. Have both.

Enjoy life. It is short and precious.

It’s critical to have a safety net. A rainy day fund. 

Otherwise you are exposed and vulnerable to the whims of your employer. 

As an employee at will which almost everyone is, employers can blindside you with an undeserved termination and all of a sudden you have no income to live on. 

Without the safety net, when your employer lets you go, you have little choice but to accept the severance that is offered. You often can't afford to negotiate it or ride out the negotiations because you need the money now. 

As a result, you give the employer leverage that they don't have otherwise. It is in your employer's best interest to minimize separation costs and by dragging out the negotiations can often have the desired outcome, especially when the employee can't afford to do so. 

Anticipate negative outcomes and be prepared if they do happen and pleasantly surprised if they don't. Take proactive action to eliminate or minimize their impact.

A safety net gives you confidence and options. Be disciplined and start building one today.

Just curious, is it inappropriate to be putting your makeup on when you are having a paid consultation with me? 🤔 

Yes, it happened once and it was a bit distracting and uncomfortable, but I persevered through it. 🤣 

About 3/4 of the way through the call they asked if I was OK with it. I mean at that point what's the point. It was pretty amusing and certainly out of the ordinary. 

I always try to meet my clients where they are but...really. 

I was not sure if there were some new societal norms that I was behind on the times with. 🤷‍♂️

The Scarlett Letter P.

That’s what PIPs are in many organizations. A PIP is a label that you will never get over. Your chance to rise in the organization has ended. It will be on your employment record with this employer forever. 

If you work for a law firm, in finance or investment banking, or a large services firm hoping to make partner track, it just went out the door with the PIP. You've just been removed from the fast track and passed over by others fighting for the spot. 

One abusive manager who does not like you or feels threatened by you can put an end to your climb up the corporate letter in a matter of moments.

If you have a mark on your employment history at the firm, you will be passed over every time for someone who doesn’t. You will get less important or strategic assignments. You will no longer feel a part of the inner circle. 

Whether it is fair or deserved or not. Sadly, it is just the way things are and don't expect or count on Human Resources to save you. That HR Business Partner is working in cahoots with your manager. 

PIP should be a clear message that it is a Paid Interview Period. Especially if you feel it is underserved or you are being targeted. 

They are often used as a weapon to manage you out of the business to reduce or eliminate separation costs.

Tis the season for company holiday parties. 

Do you love them, can do without them, or hate them?

Do you go to them? Is it out of obligation or do you look forward to partying with your co-workers while someone in HR or leadership watches closely and takes notes. 

Would you rather have a $1000 bonus to spend on holiday gifts or a night of partying with the people you are forced to spend every day with. 

Do you feel guilty of the hypocrisy of partying with your co-workers while former co-workers were recently laid off due to cost cutting initiatives?

Are these parties really for you or to feed the ego of leadership for you to admire and appreciate them for bestowing such a festive event on their underlings. 

Enjoy the holiday season with your friends and family, they won't stab you in the back and you can let your hair down and be yourself without having to worry about anything.

That's who I want to spend my time with. How about you?

Company holiday parties? Love them, hate them, could do without them?

The author can see how you vote. Learn more

How to make writing content easy. 

Make it part of your regular routine. Block off time each week and stick to it.

Trying to do it on the fly when you have a busy schedule leads to stress and frustration. It also leads to writing and posting crappy content. 

It also makes you dread doing it and makes it feel like an obligation or chore. Who wants to do chores all the time?

During the week as content ideas come to me, I dictate the topics into a note application on my phone and email it to myself once a week. 

I block off 6 hours every Saturday morning from 4am to 10am and author and schedule roughly 20-25 posts. There are no distractions. There is very little I would be doing otherwise, and I still have the rest of my weekend. 

It is the only time that I spend all week writing, scheduling or posting content so it frees up a lot of time during the week for client work. 

I also block off time every weekday morning between 4am and 6am to engage in my content, respond to all comments, go back 2 weeks to engage in new comments on older posts, and respond to all DMs and finally emails. 

I’ve even started engaging in comments that people leave on comments I leave on other people’s posts. After all commenting is the new posting.

When you break the bigger time-consuming actions into silos it makes it a lot more manageable and frankly enjoyable. 

It also takes the pressure off and does not allow it to impact or take time away from your actual job. 

With these changes, I actually look forward to writing content each week.

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Max Pashman, CFP®

Dan Goodman

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The Battle

Max Pashman, CFP®

Dan Goodman

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