For Nonprofits
Your executives chose mission over money. Reward both.
infineo designs supplemental executive benefit plans that help nonprofits recruit, retain, and reward leadership — filling the retirement income gap that qualified plans can't.
The Gap
Qualified plans weren't designed for executive compensation
A nonprofit employee earning $70,000 can replace roughly 75% of their income through standard retirement vehicles. An executive earning $300,000 can only replace about 33% — a 42% gap created by contribution limits under IRC Section 415.
Supplemental executive retirement plans — including split dollar (CASD) and 457(f) arrangements — fill this gap, providing tax-advantaged retirement income, retention incentives, and recruitment tools without increasing the organization's operating budget.
What We Design
Executive benefit plans that serve three purposes
Retention
Golden handcuffs and career extension incentives that keep experienced leaders in place during critical organizational periods.
Recruitment
Succession planning tools and signing incentives that help nonprofits compete for executive talent without inflating base salary.
Retirement
Supplemental retirement income that fills the gap left by IRC 415 contribution limits — giving executives the retirement they earned.
Our Approach
Consulting-based, not product-driven
Every plan starts with understanding your organization's goals, your executive team's needs, and your board's risk tolerance. We design around your situation — not a template.
Our team has designed over 400 executive benefit plans across credit unions and nonprofits, placing more than $1 billion in supplemental benefits. We handle plan design, implementation, ongoing administration, and regulatory exam support.
Let's design a plan for your organization.
We'll start with a conversation about what you're trying to solve.