Lending that counts the whole package.
Strategic lending for executives with share-based pay, deferred income and global mobility, read in full rather than discounted by default.
Where retail lending stops.
RSUs, bonus-weighted pay and deferred incentives are the part of the package most lenders trust least. Many shade equity income heavily, and some count none of it.
On identical pay, two lenders can reach borrowing figures hundreds of thousands of dollars apart. The difference is policy, not your position.
Foreign-currency grants and vesting schedules add a layer a branch assessment handles badly, if at all.
A different
starting point.
Lead with the strongest line.
We position base, bonus and equity so the whole package is read, then build the case that makes the rest count.
Lenders who price equity fairly.
We place applications with credit teams who understand share schemes and executive balance sheets, not ones that discount them on sight.
Documentation, done once.
ESS statements, vesting schedules and brokerage records, assembled correctly the first time so the application keeps moving.
The work, in
specifics.
- RSU and employee-share-scheme income recognised
- Bonus averaging across cycles
- Foreign-currency remuneration
- Executive balance-sheet lending
- Vesting-aware structuring
- Income across multiple entities
How it works
in practice.
An illustrative example of how a Lydian engagement with this client typically unfolds. It shows the shape of the work, not a client testimonial.
- Situation
- An executive earns a base salary with a large share of pay in RSUs and an annual bonus. Their bank counts the base and little else.
- Approach
- We document the vesting history and bonus record, then take the application to a lender whose policy recognises equity income in full.
- Outcome
- Borrowing capacity rises well beyond the first quote, on exactly the same pay. The package did not change, the reading of it did.
See what your full remuneration can actually support, on the right lender's policy.
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