Yep. I still want to go to HR, but my plan is to go along with several influential (and internally liked) SVPs, where one of them can be like, "This Foof guy ha

Yep. I still want to go to HR, but my plan is to go along with several influential (and internally liked) SVPs, where one of them can be like, "This Foof guy has a presentation on something important the company should do" to better ensure it gets done. It won't benefit me at this point, but it'll likely benefit the HR employee, and benefit potentially a thousand other employees. Very little effort to functionally give employees extra long-term money. Another optimization I did was taking advantage of having BOTH a Traditional IRA and Roth IRA. So the advantage here is bonds that aren't tax-exempt get extra benefit from being in a Roth. One major benefit of a Roth IRA is that virtually all income earned within its protective shell is free from taxation. There are no dividend taxes, no interest taxes, no rent taxes, and no capital gains taxes. So the optimization you make at the custodian is keeping as much of the taxable bonds as possible in the Roth IRA, while keeping the Traditional IRA equity heavy, while still keeping on track with your target asset allocation. These small differences add up to meaningful numbers after decades. Granted, the most important thing is contributing as much as you are comfortable with as early as possible -- compounding over 40+ years is a huge difference over compounding over 30 years.