Example
Real Plans, Real Results, Tailored to Fit Your Business
At Mirador, no two plans are the same, because no two businesses are the same. We start with your goals, cash flow, ownership structure, and employee makeup, and then design a retirement strategy that fits your situation, not someone else’s template.
The examples below are just a sample of what’s possible. These aren’t one-size-fits-all models. They’re real-world illustrations of how strategic plan design can reduce taxes, build wealth, and support the long-term success of both owners and employees.
Law Firm with Two Partners & Support Team
Business Type: Boutique Law Practice
Employees: 9 (2 partners, 7 staff)
Plan Type: Defined Benefit + 401(k) Profit Sharing
Scenario:
The two founding partners were in their early 50s, earning strong profits, and wanted to front-load retirement savings while maintaining a competitive benefits package.
Why This Plan:
A DB + DC combo allowed the partners to contribute significantly beyond 401(k) limits while maintaining fairness and IRS compliance.
Plan Numbers:
Total contributions: $420,000
- $170,000 per partner
- $80,000 across staff
Estimated tax savings: $175,000
Outcome:
Accelerated partner savings, supported retention of experienced paralegals, and created a plan structure that will scale with future firm growth.
Medical Practice with Growing Team
Business Type: Multi-physician Dermatology Group
Employees: 14 (4 doctors, 10 staff)
Plan Type: Cash Balance + Safe Harbor 401(k)
Scenario:
The practice was experiencing growth and had several equity-holding physicians nearing retirement age. They wanted to contribute more than the 401(k) limits would allow, but still offer meaningful staff benefits.
Why This Plan:
A Cash Balance Plan allowed older physicians to contribute over six figures annually, while the paired Safe Harbor 401(k) helped pass testing and incentivize staff retention.
Plan Numbers:
Contributions: $648,000 total
- $135,000 per senior partner (x3)
- $30,000 per junior physician
- $60,000 total for staff
Estimated tax savings: $260,000+
Outcome:
Allowed physicians to accelerate retirement savings, reward key team members, and remain competitive in hiring.
Solo Professional, High Income Year
Business Type: Independent Consultant (1099)
Employees: 1 (Owner Only)
Plan Type: Traditional Defined Benefit Plan
Scenario:
A 56-year-old consultant had an exceptional income year after landing multiple high-profile contracts. She didn’t need all of the income and wanted to defer as much as possible while catching up on retirement savings.
Why This Plan:
A Defined Benefit Plan allowed for the highest possible contribution limit based on her age and income. No employees meant no additional required contributions.
Plan Numbers:
- Contribution: $284,000
- Tax savings: ~$115,000 (federal + state combined)
- Admin cost: minimal due to owner-only structure
Outcome:
Maximized deductions, created a retirement cushion quickly, and avoided taxation on excess income in a peak year.
Construction Company with Fluctuating Cash Flow
Business Type: Commercial Construction
Employees: 26 (mix of salaried and hourly)
Plan Type: Safe Harbor 401(k) with Profit Sharing
Scenario:
The company wanted to offer retirement benefits but needed flexibility due to seasonal income. They also wanted to keep things simple while rewarding long-term employees.
Why This Plan:
A Safe Harbor 401(k) ensured compliance with minimal testing, and the Profit Sharing component provided contribution flexibility in strong years.
Plan Numbers:
- Employer contributions (year 1): $124,000
- Owner deferrals + match: $66,000
- Staff benefits: ~$58,000
- Tax savings: ~$48,000
Outcome:
Built goodwill with employees, offered flexibility during slower quarters, and secured meaningful retirement savings for ownership.