Q: Do I really need a financial advisor for my company’s 401(k) plan?

A: Not always. But you do need a specialist — someone who actually understands how this stuff works. Whether that’s an advisor, a TPA, or ideally someone like me who’s fluent in both. What you don’t want is a call center, a chatbot, or someone halfway around the world reading from a script. Most plans go off the rails because nobody’s really paying attention. I do. And when things go wrong, you want someone who knows how to fix it — not a ticket number.

Q: Our plan doesn’t have a TPA now — why do we need one?

A: You might have one and not even know it. Someone is doing the TPA work — eligibility tracking, testing, compliance filings — whether they call themselves a TPA or not. Paychex, for example, didn’t used to be able to handle it and had to buy a real TPA firm just to cover the gaps in their service model. A real TPA (or someone who knows what TPAs do) brings structure and accountability to the parts of the plan that get overlooked. If nobody’s watching those details, you’re flying blind.

Q: My TPA is expensive and they’ve gotten worse since their acquisition. Can I just scrap them?

A: Maybe. In some cases, absolutely. But in others, a TPA is the best way to run your plan — especially if you’ve got nontraditional match formulas, owner-only eligibility quirks, or anything outside the cookie-cutter mold. Once a plan grows beyond 200 or so participants, the value of a TPA starts to shift more toward transaction processing than plan design — and that’s where you might have options. But for smaller plans or anything with complexity? I’ll almost always recommend a solid TPA or an advisor who actually understands TPA work.

Q: What’s the difference between a TPA and a financial advisor?

A: A TPA handles the plan design, testing, and filings. An advisor should be guiding the investment side and fiduciary oversight. But most advisors don’t understand what the TPA is doing, and most TPAs aren’t looking out for participants — or for you. I’ve done both. That means I can spot gaps before they cause real problems and bridge the disconnect that derails so many plans.

Q: We already have a payroll provider. Isn’t that enough?

A: No. Most payroll companies explicitly tell you it’s not their job to keep the plan compliant. They’ll let eligibility slip, match formulas break, and deferrals get missed — and then send you to a TPA when the IRS wants answers. I prevent that mess before it happens, or clean it up if you’re already in it.

Q: Can you help us get out of a 401(k) audit?

A: Sometimes, yes. Depends on what triggered it and how much damage was done. I’ve helped clients avoid audits entirely, and I’ve helped others clean up enough to survive one. The earlier you loop me in, the better your odds.

Q: Is a 401(k) better than a SIMPLE or SEP IRA?

A: If you’re serious about your business and your people, yes. SIMPLE and SEP plans are fine for side hustles and one-person shops. But once you’re hiring, growing, or want tax flexibility, a 401(k) opens up way more options. I’ve transitioned plenty of companies over and made the switch painless.

Q: How much does this cost?

A: It varies based on plan size and complexity. See my fee page for more details. When flat fees make sense, I use them — but either way, it’s always transparent. Ultimately, you’re paying for someone who saves you time, saves you money, and gives you peace of mind.

Q: What size companies do you typically work with?

A: Most of my clients have 20–100 employees, but I’ve worked with companies way smaller and bigger than that. I care less about size and more about fit. If I can help and you’re serious about fixing your plan, I’m in.

Q: What makes you different from other advisors or TPAs?

A: I’ve actually run a TPA — I know the admin side cold. I’ve worked on the investment side, dealt with recordkeepers, and collaborated with firms across the country that look like mine. I’ve taken the best pieces from each of them and built a boutique practice designed specifically for the kinds of businesses that have the hardest time finding real help. That’s the niche I serve — and I keep it small on purpose.

Q: Can you work with our existing advisor or payroll provider?

A: Sometimes. Payroll providers, sure — I do that all the time. Advisors? It depends. I’m open to it. I have nothing to hide. But to be honest, most advisors see me as a threat. Even when I make it clear I don’t want the advisory business, it’s a territorial space and a lot of them get cagey. That said, if they’re competent and collaborative, I’ll work with them. If not, I’ll tell you straight.

Q: Do you ever work with other TPAs?

A: Absolutely — and sometimes I prefer it. TPA work is labor-intensive, and certain plan types are better handled by firms with more scale. If you’re a small business with a straightforward Safe Harbor design, I’m likely going to be cheaper and more hands-on. But if your plan has hundreds of participants or complex testing issues, I often refer out to trusted partners who are better set up to handle that load. My goal isn’t to control every piece — it’s to make sure your plan is run the right way.

We work with employers across California—including San Diego, Los Angeles, Orange County, Sacramento, and the Bay Area.