C-Suite Executive Mortgages

C-suite executive mortgage from a lender who reads RSU vesting schedules, 409A deferred comp, and equity-heavy W-2s.

C-suite executives carry a mortgage file that looks nothing like a normal high-income W-2: a base salary that’s often the smallest component of total comp, restricted stock units (RSUs) and performance stock units (PSUs) vesting on multi-year schedules, annual cash bonuses tied to corporate performance, 409A deferred compensation balances accumulated over years, sometimes equity stakes in pre-IPO or recently public companies, and golden parachute or change-in-control provisions that don’t appear anywhere on a W-2 until they trigger. Generalist lenders see the modest base salary line and decline the file as "insufficient income." We read the grant letters, the vesting schedules, the 409A election forms, and the 24-month vest history — and we qualify you on what you actually earn including equity.

Talk to Our Team See how qualifying works

Broker NMLS #1072866 · Specialist in C-suite, equity-comp & deferred-compensation mortgages

$206K

BLS chief executives median (mid-market & large public CEOs far higher)

80%+

S&P 500 CEO comp from equity (RSUs/PSUs/options), not base salary

24 mo

PSU vest history required by Fannie Mae for qualifying income

Specialist who reads your grant letters before we quote

Executive boardroom with conference table

Stairway Mortgage qualifies C-suite executives on the full comp package — not just the base salary line that’s 20% of what you actually earn. A newly-promoted CFO with two years of RSU vesting at a public company, a CEO of a mid-cap consumer brand with $800K base plus $2.4M in annual equity vest, a Chief Revenue Officer with a 409A deferred comp election spreading current bonus across future years, and a Chief Product Officer post-acquisition with both legacy equity and a new RSU grant from the acquirer each get qualified using the methods that fit their comp structure. We pick the right door before we quote. Or skip ahead: browse every loan program, run numbers on 100+ mortgage calculators, or check today's rates. For the parent hub and other executive paths, see our corporate executives mortgage hub.

01 · C-suite executive mortgage at a glance

Key facts every C-suite executive should know before applying for a mortgage.

$206,420

BLS May 2024 median for chief executives across all company sizes. The 90th percentile and S&P 500 tier are dramatically higher — BLS Top Executives OOH. Mid-market CEOs commonly earn $400K–$1.2M total comp; S&P 500 CEOs $5M–$25M with 80%+ in equity.

12 / 24 mo

Minimum history Fannie Mae requires before counting RSU income: 12 months for time-based RSUs, 24 months for performance-based PSUs. See Fannie Mae Selling Guide B3-3.1-01 variable income rules.

200-day MA

Stock-price valuation method Fannie Mae uses for RSU income calculations — the 200-day moving average smooths volatility. Freddie Mac uses the 52-week average. Both require the company to be publicly traded for a comparable lookback period.

409A vs 401(k)

409A nonqualified deferred compensation operates under IRC Section 409A, separate from 401(k). 409A balances are unsecured corporate creditors. Lenders treat 409A balances as employment-related income with continuance requirements.

02 · Where you are in your C-suite tenure

C-suite executive mortgage solutions for every career stage.

Each C-suite stage has its own qualifying logic. A newly-promoted CFO has a different mortgage path than a 10-year CEO with deep deferred-comp balances.

Newly promoted (Year 1–2)

"Just promoted to CFO. New RSU grant. First annual bonus pending."

Base $300K–$600K, first RSU grant not yet vested 12 months
Qualifies on base + prior role W-2; RSUs cannot yet count
Conventional jumbo with base only, or bank-statement Non-QM bridge
Conservative qualifying number; refinance after 12-month vest history

See newly-promoted mechanics

Established C-suite (Years 2–5)

"CFO 3 years. RSUs vesting annually. Annual cash bonus on a 2-year history."

Base $400K–$800K + $200K–$1.5M annual equity vest
Full RSU income included with 24-month history
Conventional jumbo or super-jumbo with vested-equity income
Highest qualifying income tier achievable for the borrower

See established C-suite mechanics

Senior C-suite with 409A

"10+ years at the top. 409A election deferring current bonus."

Base $600K–$1.2M + significant equity vest + 409A balance
409A distributions count as continuing employment income
Super-jumbo or portfolio lender for $2M+ purchases
Multi-state tax allocation often a documentation issue

See 409A & deferred comp mechanics

Post-acquisition / golden parachute

"Company just acquired. Equity accelerated. New role with acquirer."

Legacy RSUs accelerated at close, new RSU grant from acquirer
One-time large W-2 spike vs ongoing income separation
Underwriter must separate non-recurring acceleration from continuing income
Asset-depletion eligible if liquid proceeds large enough

See post-acquisition mechanics

Transition / between roles

"Between C-suite roles. Severance + accelerated equity + job search."

Severance and continued benefits during transition
Prior C-suite W-2 + equity still in qualifying window
Asset-depletion path if liquid net worth is significant
Portfolio lender flexibility for the gap period

See transition mechanics

03 · The qualification mechanics

How we calculate qualifying income for your C-suite executive mortgage.

Four methods cover almost every C-suite executive file we’ve closed. The right method depends on the public/private status of your employer, the maturity of your vest history, and whether you’re using base + equity or asset-depletion.

Method 1 — Base W-2 + RSU vest income (Fannie Mae 200-day MA)

The dominant case for established public-company C-suite. Base salary is W-2 wages. RSU income is calculated by taking vested shares over the past 12–24 months, valued at the 200-day moving average of the company stock price. The result divided by 12 (or 24) months produces a monthly qualifying income figure under Fannie Mae Selling Guide B3-3.1-01. We pull the brokerage statement, the vesting schedule, the grant letter, and the W-2 to assemble this. Many lenders without C-suite experience either skip RSU income entirely or apply overly conservative discounts; we know which lenders use the full 200-day MA method.

Method 2 — Annual cash bonus + base (Fannie Mae 2-year average)

For executives whose comp leans heavily on annual cash bonus rather than equity (private-company CEOs, smaller public-company C-suite, some industries like financial services). The bonus is reported on the W-2 alongside base salary. Under Fannie Mae B3-3.1-01, variable income with a two-year history qualifies on the two-year average. We document the bonus formula via the employment letter or comp committee minutes, the prior-year W-2s showing the historical bonus pattern, and the trend (declining bonuses face downward adjustment, increasing bonuses cannot be projected forward).

Method 3 — 409A deferred comp distributions as continuing income

For senior executives with 409A nonqualified deferred compensation balances and an active distribution schedule. Under IRC Section 409A rules, deferred compensation distributions are W-2 wages in the year received, taxed as ordinary income with the corresponding FICA implications. Fannie Mae B3-3.1-09 permits including these distributions as qualifying income when continuance is documented via the distribution election form. We pull the original deferral election, the distribution schedule, and the current-year 1099 or W-2 documentation.

Method 4 — Asset-depletion for significant liquid net worth

For C-suite executives whose accumulated wealth from prior equity sales, exercised options, retirement accounts, and post-tax investments is substantial enough that the asset base alone supports qualifying income. Fannie Mae B3-3.1-09 covers asset-depletion; specialty Non-QM lenders extend it further. We calculate implied monthly income by amortizing liquid assets over a 360-month period. For an executive with $3M in liquid reserves, this produces $8,300/month of implied qualifying income on top of any current W-2.

04 · What generalist underwriting misses

The income most lenders refuse to count on a C-suite executive file.

Six income components that show up consistently on C-suite files and that generalist lenders typically either ignore or mis-categorize. Each one is documentable; the lender just has to know what to ask for.

RSU vesting income (the big one)

For S&P 500 C-suite, RSUs and PSUs represent 80%+ of total comp. Generalist lenders see the modest base on the W-2 and decline. Under Fannie Mae B3-3.1-01, RSU income with 12+ months of time-based vest history (or 24+ for performance-based) qualifies as variable income. We pull the grant letters, vesting schedules, and 200-day moving average to compute the qualifying number. Missing this single component routinely understates qualifying income by 5×.

409A nonqualified deferred compensation

Many senior executives defer 20–50% of annual cash bonus into a 409A plan to manage current-year tax liability. The deferred amount doesn’t appear on the current W-2 but is governed by DOL/EBSA oversight for top-hat executive plans. Under IRC Section 409A, future distributions are taxable wages in the year received. Generalist lenders don’t know to ask about 409A balances and miss substantial future income. We document via the deferral election form.

Sign-on bonus and retention RSUs

Newly recruited C-suite often receive sign-on bonus payments and retention RSU grants on multi-year vesting schedules. The sign-on can be $500K–$3M; retention grants typically vest over 3–4 years. The sign-on is one-time and doesn’t qualify as continuing income, but retention RSUs do qualify once the 12-month vest history is established. Underwriters often conflate the two and exclude both.

Long-term incentive plan (LTIP) cash payouts

Many companies operate cash-based LTIPs alongside equity grants, paying out every 3 years against performance metrics. These show on the W-2 in payout years as lumpy income. A three-year pattern of LTIP payouts qualifies as continuing income under Fannie Mae B3-3.1-01 variable-income rules. Without the multi-year pattern documentation, lenders treat them as one-time and exclude.

Change-in-control and severance provisions

C-suite employment agreements typically include "golden parachute" provisions providing 1–3 years of base + bonus + accelerated equity vest if the executive is terminated without cause or following a change in control. While these don’t directly count as qualifying income (they’re contingent), the presence of these provisions in an employment contract supports the qualifying-income narrative by demonstrating the executive’s deep tenure security and the income tail in a separation scenario.

Director fees from outside board seats

Many C-suite executives sit on outside boards of directors as a side activity, receiving annual cash retainers ($50K–$200K per seat) and equity grants. These appear as 1099 income or W-2 from the outside company. With a two-year history, they qualify as additional self-employment income alongside the primary C-suite W-2.

05 · Match the program to your C-suite stage

Which loan program fits your C-suite executive mortgage situation.

Seven loan-program categories cover essentially every C-suite executive purchase or refinance we’ve closed. The matrix skews toward jumbo and super-jumbo at this income tier.

Conventional Jumbo

C-suite with base + RSU income above conforming limits
10–20% down typical, $766,550–$2M loan range
Rate often within 0.25% of conforming for clean files

Best for: Method 1 (base + RSU)

Super-Jumbo Portfolio

Senior C-suite with significant equity comp, $2M+ loans
15–25% down typical, relationship-driven underwriting
Custom rate sheet, often paired with private banking

Best for: Senior C-suite + 409A tier

Asset-Depletion Non-QM

Executives with $1M+ liquid reserves from prior equity
Assets amortized over 360 months as implied income
Specialty Non-QM lenders only

Best for: Post-acquisition / transition

Bank-Statement Non-QM

Newly-promoted C-suite without 12-month RSU vest history
12 or 24 months of personal deposits at 50–75% counting
Rate 0.5–1.0% higher than conforming

Best for: Year 1–2 promotions

Conventional Conforming

Smaller-company C-suite or below conforming limit
5–20% down, loan limits up to $766,550 (FL conforming)
Strictest RSU documentation under Fannie/Freddie rules

Best for: Mid-market C-suite at conforming limit

Pledged-Asset Loan

Executives who want to avoid liquidating concentrated stock
Securities portfolio pledged against the mortgage
Often $0 down via securities lien

Best for: Concentrated equity positions

Foreign National (if applicable)

Non-U.S.-citizen C-suite at multinationals (e.g., expat CEO)
30–40% down typical; ITIN- or passport-based file
Specialty Non-QM lenders only

Best for: Foreign-national C-suite

06 · Why this mortgage is harder than it should be

The C-suite executive mortgage in context: 6 forces shaping how executives qualify.

The reason a generalist lender struggles with a C-suite file isn’t laziness. It’s that executive compensation combines features — equity grants on multi-year vest, deferred-comp elections under specialized tax rules, change-in-control provisions, multi-state tax implications, sometimes pre-IPO equity — that don’t map onto standard high-income W-2 underwriting.

Force 1 — The shift from cash to equity comp

Over the past two decades, C-suite compensation has shifted dramatically toward equity. For S&P 500 CEOs, base salary now represents as little as 7% of total comp; RSUs, PSUs, and options together comprise 80%+. This means the W-2 line that lenders are trained to read — base salary — understates the executive’s actual comp by 5–15×. SEC executive comp disclosure rules require detailed proxy reporting of all comp components, and the Federal Reserve Survey of Consumer Finances documents the wealth-concentration trend among top-tier earners. Fannie Mae and Freddie Mac have evolved guidelines to include vested equity, but most lenders haven’t kept pace.

Force 2 — The 200-day moving average rule

For RSU income calculation, Fannie Mae uses the 200-day moving average of the underlying stock price; Freddie Mac uses the 52-week average. Both methods smooth volatility but produce different qualifying numbers, especially for tech-sector or growth-company executives where stock prices move sharply. The choice of which agency to underwrite under can swing qualifying income by 15–30% in a single year. We choose the favorable agency interpretation when both are available.

Force 3 — 409A nonqualified deferred compensation

IRC Section 409A governs nonqualified deferred compensation plans — the executive defers a portion of current cash compensation into a future-year distribution schedule. Unlike 401(k), 409A balances are unsecured corporate creditor positions (not bankruptcy-protected) but allow much higher deferral amounts. For senior C-suite, 409A balances can reach $5M–$20M+. The distribution schedule matters: an executive electing to start distributions during the mortgage qualification window converts the 409A balance into qualifying income.

Force 4 — Multi-state tax allocation

Many C-suite executives live in one state, work at a corporate HQ in another, and have RSU vest income subject to a third state’s rules. State tax allocation (e.g., New York source rules for stock comp earned while resident, California source rules for non-resident vest of California-granted equity) creates W-2 reporting complexity that maps onto IRC Section 861 source-of-income rules. Lenders unfamiliar with this often double-count or under-count state-source income. We coordinate with the executive’s tax advisor to document the allocation.

Force 5 — Public vs private company equity

Public-company RSUs qualify cleanly under Fannie Mae and Freddie Mac rules with stock-price documentation. Private-company equity (in pre-IPO companies, founder-held businesses, partnership equity) generally does not qualify under standard agency rules — the valuation is too uncertain. We discuss pre-IPO equity in detail on the Pre-IPO Equity Holders sub-page. C-suite executives at private companies often need to plan a different qualifying approach.

Force 6 — The change-in-control / acquisition trigger

C-suite employment agreements typically include change-in-control provisions accelerating equity vest, providing severance multiples (1–3 years of base + bonus), and tax gross-up for the IRC Section 4999 excise tax on excess parachute payments. When an acquisition happens during a mortgage qualification window, the W-2 spike from accelerated vest creates a one-time large income event that lenders must separate from continuing income. Done right, this is an opportunity to refinance favorably during the window; done wrong, the lender treats the post-acquisition pay drop as instability.

07 · The mortgage shifts as your tenure deepens

C-suite executive mortgage by career stage.

A timeline view of how the right mortgage program changes as you advance from newly-promoted to senior C-suite to transition or retirement planning.

Year 1–2

Newly promoted to C-suite

Comp profile: $300K–$600K base, first RSU grant not yet 12-month vested. Dominant qualifying method: Base + prior-role W-2 averaging, or bank-statement Non-QM bridge. Common purchase: $700K–$1.5M primary residence. Watch-out: RSU income cannot be used until 12-month vest history exists — consider waiting or financing with base-only and refinancing after first vest.

Years 2–5

Established C-suite with vest history

Comp profile: $400K–$800K base + $200K–$1.5M annual equity vest + cash bonus. Dominant qualifying method: Conventional jumbo with base + RSU 200-day MA income calculation. Common purchase: $1.2M–$2.5M primary residence, often with second home or rental investment. Watch-out: Stock price declines >10% YoY trigger conservative recalc — time the application around stock-price stability.

Years 5–10

Senior C-suite with deferred comp

Comp profile: $600K–$1.2M base + significant equity vest + 409A balance accumulating. Dominant qualifying method: Super-jumbo portfolio or pledged-asset loan; 409A distributions as qualifying income if elected. Common purchase: $2M–$5M primary plus vacation/investment properties. Watch-out: 409A deferral election decisions interact with mortgage timing — coordinate with comp committee calendar.

Years 10+

Transition or post-acquisition

Comp profile: Severance + accelerated equity + 409A distributions + new role (if any). Dominant qualifying method: Asset-depletion or pledged-asset with significant liquid net worth; portfolio lender flexibility. Common purchase: $3M–$8M+ primary or vacation home. Watch-out: Time the mortgage close before severance income tail expires — or use asset-depletion to bridge.

08 · What C-suite executives say

What C-suite executives say about their Stairway C-suite executive mortgage.

Names abbreviated for client privacy. Company names anonymized. Numbers are real.

"CFO of a public mid-cap. $500K base, $1.4M in RSU vest annually for the last two years. Two banks looked at the $500K W-2 base and offered $1.8M. Jim’s team ran the 200-day MA on the RSU income properly. Approved at $3.2M for a waterfront home in Bal Harbour."

Daniel R.

CFO, public mid-cap · Bal Harbour

"Promoted to CMO last year. New RSU grant hasn’t vested yet so RSU income wasn’t usable. Jim’s team used my prior VP-level W-2 history that was still in the 2-year window plus the new base. $1.4M conventional jumbo. Refinanced 14 months later once the first RSU vested."

Marisa K.

CMO, public software · Coral Gables

"Sold the company last year. Acceleration plus 2-year severance plus 409A distribution. Three big banks couldn’t structure the file properly. Jim used asset-depletion plus continuing severance income. $4.2M close on a Fisher Island residence."

Robert F.

Former CEO post-acquisition · Fisher Island

09 · C-suite executive mortgage FAQs

C-suite executive mortgage questions, answered.

More C-suite executive mortgage resources at Stairway

Can a newly-promoted C-suite executive qualify for a mortgage on RSU income?

Not on the new RSU grant. Fannie Mae requires 12 months of time-based RSU vest history before counting the income. Newly-promoted C-suite typically qualify on base + prior-role W-2 history, or bank-statement Non-QM. Once the first vest happens and 12 months pass, refinancing with the new income is the standard play.

How does Fannie Mae calculate RSU income exactly?

Take the dollar value of vested shares over the trailing 12 or 24 months, valued at the 200-day moving average of the company stock price. Divide by 12 or 24 months for the monthly qualifying figure. Add to base salary to compute total qualifying income. The 200-day MA smooths short-term stock volatility but doesn’t capture sharp recent moves.

What’s the difference between RSU and PSU qualifying requirements?

Time-based RSUs (vest just by staying employed) require 12 months of history. Performance-based PSUs (vest only if performance metrics are hit) require 24 months because the timing and value are less predictable. Most C-suite grants are a mix of both; we document them separately.

Can private-company RSUs qualify for a mortgage?

Generally no under standard Fannie Mae and Freddie Mac rules. Private equity has no public stock price for the 200-day MA calculation. We discuss this in depth on the Pre-IPO Equity Holders sub-page. Specialty Non-QM lenders sometimes accept private RSUs with a recent 409A valuation; we know which ones.

How is 409A deferred compensation treated?

409A balances themselves are not directly qualifying income — they’re unsecured corporate creditor positions. But 409A distributions are taxable W-2 wages in the year received. If an executive elects to start distributions during the mortgage qualification window, those distributions count as qualifying income under Fannie Mae B3-3.1-09 with continuance documentation via the original deferral election.

My company stock has declined sharply. Does that affect my qualifying income?

Yes — potentially significantly. Fannie Mae guidelines require conservative recalculation if year-to-date RSU income is more than 10% lower than the prior year. The lender will use the lower more-recent value rather than the trailing average. We can sometimes pivot to Freddie Mac’s 52-week average if it produces a more favorable number, or use the bank-statement method if the actual cash deposits exceed the recalculated qualifying number.

What is asset-depletion and when does it work for C-suite?

Asset-depletion converts liquid net worth into implied monthly qualifying income by amortizing assets over 360 months. For an executive with $3M in liquid reserves, that’s $8,300/month of implied income. Under Fannie Mae B3-3.1-09, asset-depletion qualifies with eligible liquid assets. The path is dominant for post-acquisition C-suite and transitioning executives.

Can my annual cash bonus count as qualifying income?

Yes, with a two-year history. Annual bonus is variable income under Fannie Mae B3-3.1-01. We document the bonus formula via your employment letter, the prior W-2s showing the actual amounts, and the trend. Declining bonuses face downward adjustment; growing bonuses cannot be projected forward (the two-year average is the ceiling).

How do change-in-control provisions affect my mortgage?

Indirectly. Change-in-control (CIC) provisions in C-suite employment agreements accelerate equity vest, provide 1–3 years of severance, and sometimes include a Section 4999 excise tax gross-up. These don’t directly count as qualifying income (they’re contingent). But documenting their presence strengthens the underwriter’s view of tenure security.

My company just went through an acquisition. What now?

Post-acquisition C-suite mortgages have several layers: (1) Accelerated legacy RSUs create a one-time W-2 spike that doesn’t count as continuing income; (2) New RSU grants from the acquirer start a new 12-month vest clock; (3) Severance payments (if you exited) qualify as continuing income for the contracted period; (4) 409A distributions accelerated under CIC are taxable in the year paid. We model the full picture before quoting.

Can I use a pledged-asset loan to avoid liquidating my company stock?

Yes. Pledged-asset (or securities-backed) loans allow you to pledge a portion of your portfolio as collateral for the mortgage, often with $0 down and rates competitive with conforming. The benefit: you don’t need to liquidate concentrated stock to fund the down payment. The risk: a margin call if the stock drops significantly. We model the loan-to-value scenarios with you.

How does multi-state taxation affect my mortgage qualification?

Multi-state tax allocation doesn’t directly change qualifying income, but it complicates the W-2 reporting picture. Lenders unfamiliar with multi-state C-suite often double-count or under-count state-source income. We coordinate with your tax advisor to ensure the W-2 and state K-1 / state tax returns reconcile cleanly before submission to underwriting.

What documentation do I need to provide?

Typically: two years of W-2s, two years of full federal 1040s with all schedules and K-1s, RSU grant letters (all active grants), vesting schedule from your equity platform (Shareworks, Carta, E*TRADE), brokerage statements showing vested-share value, 409A deferral election forms if applicable, employment agreement with CIC provisions, comp committee minutes for the most recent comp adjustment, and recent paystubs showing current base.

Should I time my mortgage around a vest event?

Sometimes — not always. The trailing 12-month vest history is what matters, not the timing of the most recent vest. But if you’re close to a vest cliff (e.g., 4-year graded vest with year 1 cliff approaching), waiting until after the cliff gives you a much larger trailing-12 income for qualifying purposes. We map your specific vest schedule against the qualifying window.

Can I use sign-on bonus income for qualifying?

No. Sign-on bonus is one-time, non-recurring income. It doesn’t qualify under Fannie Mae variable-income rules. But the sign-on does affect down-payment capacity (if you use it as the down payment, the source documentation must reconcile to the bonus payment).

My company recently IPO’d. When can I use my new RSU income?

There’s a wrinkle. The 200-day moving average requires 200 trading days of stock-price history. If your company hasn’t been public for 200 days yet, the standard calculation method can’t be applied. Fannie Mae sometimes accepts the IPO-to-date average; otherwise, the qualifying income from these RSUs is delayed until the 200-day window matures. We model the timing carefully for recently-IPO’d companies and coordinate with the executive’s broker around SEC post-IPO disclosure timelines. For pre-IPO companies, see our Pre-IPO Equity Holder sub-page.

Are mortgage rates different for C-suite executives?

Not formally — but practically yes. C-suite files end up in jumbo or super-jumbo, which often carry slightly different rate sheets than conforming. Strong credit profiles (which most C-suite have) often qualify for the best tier within jumbo. We shop multiple jumbo and super-jumbo lenders to find the best rate for the specific file.

Can my spouse’s income combine with mine?

Yes. Co-borrower files combine W-2s, equity vest, bonus, and 1099 from both spouses. C-suite households often have two professional incomes; combined files routinely support $3M–$8M+ purchases.

What if I sit on outside boards of directors?

Director fees and equity grants from outside boards count as additional income with a two-year history. The fees appear as 1099 from each board; the equity grants are typically much smaller than your primary employer’s. We aggregate the board income into the qualifying file as supplemental self-employment income.

Are there special mortgage programs for executives?

No dedicated "C-suite executive" mortgage program exists. But jumbo, super-jumbo, asset-depletion, bank-statement Non-QM, and pledged-asset programs all accept C-suite files when documented correctly. The specialty is in the broker who reads the grant letters and the 409A election.

How is my LTIP cash payout treated?

Long-term incentive plan (LTIP) cash payouts — typically 3-year cycles — show on the W-2 as lumpy income. A two-cycle (6-year) history of LTIP payouts qualifies as continuing income under variable-income rules. Without the multi-cycle pattern, lenders treat them as one-time and exclude. We document the LTIP formula via the plan document.

Can I buy a primary residence and a vacation home simultaneously?

Yes, if reserves and DTI permit. C-suite buyers often combine a primary + vacation home (or primary + rental). Each loan must qualify on its own merits but they can close concurrently. We coordinate the dual-close process so the timing aligns.

What loan amount can I qualify for at $1.2M of total comp?

Rough estimate: $500K base + $700K of trailing 12-month RSU vest (200-day MA) at 43% DTI and current jumbo rates supports a total monthly housing payment of roughly $43,000. That maps to a $5.5M–$7M mortgage depending on rate, taxes, insurance, and other debts. We model your specific scenario in the 20-minute consult.

When should I start the mortgage conversation relative to a home purchase?

Ideally 60–90 days before you intend to make an offer. C-suite files take longer than standard W-2 files because of the equity comp, 409A, and multi-state documentation. Some files require coordination with the comp committee secretary, the equity platform provider, and the executive’s tax advisor. Starting early prevents close-of-escrow surprises.

My company is being acquired. Should I close before or after?

Depends on the deal structure. If acceleration produces a large one-time W-2 spike but ongoing comp drops, closing before with stable trailing income is safer. If the acquirer is offering a richer ongoing comp package with new RSUs, closing after gives more qualifying income but adds the 12-month-vest restart problem. We model both scenarios with the acquisition timeline.

10 · Companion guides & calculators

More on C-suite executive mortgage, equity comp, and homeownership.

Other executive paths

Loan-program details

Calculators & tools

11 · Sources & further reading

Sources & further reading.

BLS occupational wage data

IRS & executive comp tax guidance

SEC & executive compensation disclosure

Mortgage program guidelines

Federal Reserve & economic context

12 · What "right door first" looks like

C-suite executive mortgage, structured right.

CFO of a public mid-cap, two-year tenure at the top, $500K base salary, $1.4M annual RSU vest (mostly time-based with a quarter performance-based PSU), $200K cash bonus. Two big banks looked at the $500K W-2 base, ignored the equity comp, and offered $1.8M maximum. We pulled the grant letters, the vesting schedules, the brokerage statements showing 24 months of actual vest values, and computed RSU qualifying income using Fannie Mae’s 200-day moving average. Total qualifying income: $1.9M annualized. Routed the file to a jumbo lender comfortable with equity-heavy C-suite files. Approved at $3.2M for a Bal Harbour waterfront. Closed in 38 days. The right loan program existed the whole time — the first two banks just didn’t know how to read an equity-comp-heavy executive file.

38-day close · Bal Harbour, FL

Talk to a C-suite mortgage specialist

Get a C-suite executive mortgage from a lender who reads grant letters.

No application. No credit pull. A 20-minute conversation where we look at your comp structure, your RSU and PSU vesting schedules, your 409A position, and your goal — then we tell you which loan program fits and roughly what the numbers look like. If we’re not the right shop, we’ll tell you that too.

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Stairway Mortgage is a division of NEXA Mortgage LLC. Jim Blackburn NMLS #1072866.