About Outlaw Sports International Outlaw Sports International exists to champion elite and emerging athletes who have historically been overlooked, underestimated, or underserved. We lead with unconventional strategy, unapologetic representation, and a holistic approach to performance and wellness. As Certified PGA Tour agents, we negotiate with rigor to unlock maximum value, position with intention, and prioritize mental health as a cornerstone of sustained excellence. Our mission is to expand access to golf at every level of the sport—empowering diverse talent to own their narrative, disrupt outdated systems, and build generational impact on their own terms. To be an “Outlaw” is not to be reckless—it is to be relentless in breaking barriers and redefining what’s possible. We offer comprehensive support across contract negotiations, brand strategy, PR, community impact, and generational‑impact planning. Position Overview The Golf Talent Manager plays a pivotal role in identifying, developing, and managing golfers across amateur, collegiate, developmental tour, and professional levels. This leader will serve as a strategic partner to athletes—guiding their performance trajectory, brand positioning, and long‑term career architecture. This role requires a sharp eye for talent, deep understanding of the golf ecosystem, and an unwavering commitment to elevating athletes who have historically been excluded from traditional pathways. The Golf Talent Manager will operate with Outlaw’s signature blend of rigor, creativity, and advocacy. Key Responsibilities *Talent Identification & Scouting Evaluate emerging and elite golfers across junior circuits, collegiate programs, developmental tours, and underserved markets. Build a pipeline of high‑potential athletes aligned with Outlaw’s mission. *Athlete Development & Management Support athletes through performance planning, schedule strategy, mental‑health prioritization, and holistic career guidance. *Contract Negotiation Support Collaborate with certified agents to prepare negotiation materials, analyze market value, and ensure athletes receive maximum leverage and long‑term upside. *Brand & Partnership Strategy Assist athletes in developing authentic brand identities, securing partnerships, and activating campaigns that reflect their values and community impact. *Tour & Event Coordination Manage athlete logistics, tournament entries, travel schedules, media requests, and on‑site support at select events. *Relationship Building Cultivate meaningful relationships with coaches, collegiate programs, golf associations, tournament directors, brand partners, and community organizations. *Community & Inclusion Advocacy Champion Outlaw’s mission by expanding access to golf for minority athletes, HBCU programs, women’s golf, and overlooked communities. *Operational Excellence Maintain athlete files, performance data, partnership calendars, and communication systems with precision and professionalism. *****Qualifications Experience in golf talent management, player development, scouting, or sports representation Strong understanding of the golf landscape: junior golf, NCAA, developmental tours, PGA/LPGA pathways Exceptional communication, relationship‑building, and negotiation support skills Ability to travel for tournaments, scouting, and athlete support Commitment to diversity, equity, and expanding access within the sport Strategic thinker with a proactive, solutions‑driven mindset Comfortable working in fast‑moving, high‑performance environments Experience in brand partnerships, marketing, or athlete representation is a plus Who Thrives Here You are relentless, intentional, and mission‑driven. You believe talent exists everywhere—and deserves to be seen, supported, and elevated. You operate with integrity, advocate fiercely, and understand that representation is both a responsibility and a privilege. You don’t just manage athletes. You help rewrite the narrative of who belongs in golf.

Job Description We are a small Oregon-based LLC taxed as a partnership with foreign partners. The company was formed over 10 years ago, and we're looking for a CPA who has experience preparing U.S. partnership tax returns for LLCs with foreign partners. We'll provide: - form 7004 (extension) and IRS acceptance notice - prior-year tax returns prepared by a professional CPA - profit and loss summary - categorized income and expenses - itemized transactions and supporting documentation We've tried to keep our bookkeeping as organized as possible, and we'll be happy to provide any additional info if needed. Requirements - Licensed CPA or qualified U.S. tax professional - Experience preparing Form 1065 partnership returns - Experience working with partnerships that have foreign partners We appreciate clear communication. If something doesn't look right, we'd rather discuss it early than make assumptions. Ideally, we’d like to find someone for this year and, hopefully, future returns as well. The budget listed in this posting is flexible. Please include your rate or estimate for preparing this return. When applying, please mention any experience with Forms K-2/K-3 or partnership returns involving non-U.S. partners.

I need a financial statement prepared for my business license. I already have all of the financial numbers and reports. I need you to review the information and prepare the financial statement in a professional format. I will also upload a sample of the financial statement that my CPA prepared last time, so you can use it as a reference

Role Overview The CPA Tax Planner & Strategist is a senior, client-facing professional responsible for delivering proactive tax planning, integrated tax strategy, and tax compliance services to high-net-worth individuals, families, and business owners of the firm. This role partners closely with Wealth Advisors to incorporate tax considerations into holistic financial planning, investment strategy, retirement planning, and estate coordination. This position is designed for a CPA who thrives in a fiduciary, advice-first environment and who views tax planning as a strategic, year-round value driver—not solely a compliance function. Key Responsibilities: Tax Strategy & Planning -Develop and implement proactive, customized tax strategies for clients, including: -Tax-efficient investment and asset location strategies - Roth conversion analysis and multi-year tax projections - Capital gains and loss harvesting coordination - Charitable planning (DAFs, QCDs, gifting strategies) - Retirement income tax sequencing - Equity compensation and executive compensation planning - Business owner, pass-through entity, and multi-state tax planning - Conduct scenario modeling and tax impact analysis to support planning recommendations - Monitor tax law changes and assess client-specific implications Client Advisory & Relationship Management - Serve as a primary tax advisor to assigned clients - Lead and participate in client meetings to explain tax strategies and recommendations in a clear, client-friendly manner - Collaborate with Wealth Advisors to align tax strategies with investment, financial, and estate planning objectives - Coordinate with external professionals (estate attorneys, external CPAs, trustees) as needed Holistic Financial Planning Integration - Embed tax assumptions and strategies into financial planning software and client plans - Partner with advisory teams to ensure tax considerations are incorporated into: Investment decisions, Retirement and distribution strategies, Estate and legacy planning. - Ensure all recommendations align with fiduciary obligations and firm planning standards Tax Preparation & Compliance - Prepare and/or review federal and state tax returns, including: - Individual (Form 1040) - Trust and estate (Form 1041) - Business returns (Forms 1120S, 1065, Schedule C) - Ensure accuracy, compliance, and documentation consistent with regulatory and professional standards - Oversee tax filing timelines, extensions, and client communications Internal Leadership & Education: - Act as an internal tax resource for advisors and planning teams - Educate advisors on tax-sensitive planning strategies and current tax developments - Assist in developing tax planning workflows, processes, and best practices - Contribute to firm thought leadership, including tax updates, planning memos, and client education materials Qualifications Required: - Active CPA license in good standing - 5+ years of progressive tax experience (public accounting, wealth management, or family office) - Demonstrated expertise in individual, business, and trust taxation - Strong experience with tax planning beyond basic compliance - Excellent written and verbal communication skills - High ethical standards and commitment to fiduciary principles Preferred: - Prior experience working with an RIA, family office, or wealth management firm - Experience serving high-net-worth and ultra-high-net-worth clients - CFP® designation or significant financial planning experience - Familiarity with financial planning and tax planning software - Leadership or mentoring experience Compensation & Benefits - Competitive base salary commensurate with experience - Performance-based bonus and/or incentive compensation - Comprehensive benefits package, including health insurance, retirement plan, and paid time off - Professional development and continuing education support - Potential for long-term growth, leadership opportunities, and participation in firm success Why Join Us - Collaborative, advice-first culture centered on delivering exceptional client outcomes - Deep integration between tax planning, financial planning, and investment management - Opportunity to shape and grow an in-house tax strategy function - Client relationships built on trust, transparency, and long-term partnership High performance environment. Read this before you apply. " I'll save you time. This firm is not for everyone. By my estimate, about one in five people can actually work the way we work — direct, fast, results-first, team-first, clean, politics-free, and without the grievance culture that quietly drains most offices. That's not a complaint about people. It's a statement of fit. The other four out of five will be happier somewhere else, and we'd rather they get there quickly. Our clients trust us with the results of their life's effort — businesses they built, wealth they accumulated, decisions that will outlive them. Our internal culture exists to protect that trust. The directness protects it. The team orientation protects it. The focus on results protects it. The clean environment, the politics-free workplace, the refusal to let problems sit unresolved — all of it protects it. We are a boutique, independent, fiduciary firm that integrates investment, tax, and estate planning into a single coordinated plan. The work is legacy-weighted: clients bring us decades of accumulated wealth and decisions that outlive them. The internal culture runs on seven explicit values, and every one of them is also a filter. If you read the seven values above and you got excited — like you've been looking for a place that actually operates this way — we should talk. If you felt anything else, you already have your answer." — Founder & CEO Additional Info: You'll fit here if… You can hear "that's not right, here's why, please fix it" without flinching or taking it personally. You give feedback the same way you want to receive it: respectfully, promptly, and unambiguously. You move quickly and adapt. You don't treat every small decision as a committee-level question. You measure your day by what you finished, not what you touched. If you said Thursday, it's done Thursday — or someone hears about it Wednesday. You ask for help when you need it, without apology or performance. Help is always available; confusion rarely is. You keep a clean workplace by default — no profanity, no crude or off-color humor — because that's already how you carry yourself. You keep your politics out of client work and team communication, because you respect that not everyone shares them. You care about the details because you understand that what we do affects families for decades.

I am seeking an experienced U.S.-licensed CPA or Enrolled Agent to assist with both personal and business tax matters involving multiple states. The business is registered in Delaware. Both the business and owner previously used a Montana address, and the owner is now based in Massachusetts. I need assistance determining the applicable federal and state filing requirements, preparing required returns, and establishing an accurate ongoing compliance process. The engagement may include: Reviewing historical personal and business tax records Identifying federal and state filing obligations Preparing personal and business tax returns Addressing possible multi-state residency, nexus, or registration issues Reviewing prior filings and correcting any omissions or inconsistencies Communicating with tax authorities when necessary Advising on penalties, interest, payment arrangements, or potential penalty-abatement options Creating a clear tax compliance plan for future years Some historical filing and cleanup work may be required. Additional details will be shared privately with qualified candidates after an initial conversation. The ideal professional will have: An active U.S. CPA or Enrolled Agent credential Strong experience with both individual and business taxation Experience handling multi-state tax matters Familiarity with Delaware business entities and Massachusetts and Montana tax requirements Experience resolving prior-period filing or compliance matters Strong confidentiality and secure document-handling practices The ability to explain obligations, risks, and recommended next steps clearly Please include the following in your proposal: Your current professional license or credential Your experience with multi-state personal and business tax engagements Your experience with historical filing reviews or tax compliance cleanup Whether you personally perform the work or delegate it to other team members Your preferred billing structure and availability I am looking for a professional who can first conduct an organized assessment and then provide a clear scope, timeline, and cost estimate before completing the filings.

RV Overnights is a founder-operated membership platform connecting RV travelers with overnight stays at farms, wineries, breweries, and partner properties. We're bootstrapped, profitable, and growing. We're hiring a senior B2B sales operator to run and grow our host sign-up engine and to own our entire B2B operation. To be clear up front: this is not an HR or headhunting role. When we talk about signing up hosts, we mean acquiring businesses onto our platform. You are selling businesses on partnering with us, not hiring people. This is an ownership role, and two things sit at the center of it. First, you own host sign-ups. This is the engine that gets businesses (farms, wineries, breweries, private properties) to join our platform as hosts. For them it's a free marketing channel that puts them in front of traveling RV members. For us it's supply, and it's the one area of our business we haven't rethought in a while. You'll take our existing three-person team and make rapid, measurable progress: new sourcing channels, better outreach systems, higher sign-up conversion, faster onboarding. You're not maintaining this. You're growing it aggressively. Working with our partnerships manager and CEO to find new areas of growth. Second, you own B2B. We have many opportunities and areas to manage our B2B sales. You are the single owner of that entire side of the business. This would include commission based opportunities in addition to hourly pay. What you will own in this role: -Host sign-up engine. Lead and grow the three-person team. Rebuild how we find and sign new host businesses onto the platform. Set targets, coach the team, own the numbers, and make fast progress on a channel that's been static too long. This is selling businesses on a free listing, not sourcing candidates. -Dealer distribution. Build relationships with RV dealerships to distribute and sell our memberships in bulk. You own the full cycle from prospecting to signed partnership. -HubSpot operations. Everything above runs on HubSpot, so you keep it clean and working: workflows, data hygiene, automation, reporting. This is the tooling layer under your real work, and it has to be tight. What kind of person we are seeking: -Certified HubSpot professional. HubSpot Academy certification required, not optional. -A track record of building or transforming a B2B sales or partner sign-up function. We want to see a channel you've built, a pipeline you've grown, or a team you've scaled from weak to strong. Experience signing businesses onto a platform, marketplace, or program is ideal. -Proven B2B closing ability. Deals you've personally closed, with specifics on size and cycle. -Operator mentality. You see what's broken, you fix it, you don't wait for direction. -Comfortable with commission-heavy upside. Your base is competitive, but your real money comes from dealer closures and vendor enrollment. That's intentional. -Leadership without ego. You're managing a small team and reporting directly to the founder. We move fast and communicate plainly. Payment Structure: -Twenty hours per week to start. We evaluate after 60 to 90 days and adjust as you settle in. -Base plus performance. Monthly bonuses for hitting host sign-up targets. Commission on vendor enrollments and a flat bounty per dealer partnership closed. We'll dial in the exact commission structure during onboarding. Why join RV Overnights? We're founder-operated, so there's no corporate drag and real decision speed. If you turn host sign-ups into a machine and lock down dealer and vendor revenue, you're building something you'll be paid well to own.

About AMDG Atlas Medical Data Group (AMDG) owns and operates a growing Applied Behavior Analysis (ABA) therapy provider serving children and families, with a pipeline of new locations opening over the coming year. Our growth depends on one thing above all: hiring and keeping excellent clinical talent. Board Certified Behavior Analysts (BCBAs) are the scarcest and most important hires we make, and we are building a recruiting engine to win them. The Role We are looking for a contract or fractional clinical recruiter to own and run clinical hiring for our ABA provider, remotely. You will source nationally, recruit and relocate BCBAs into our markets, and fill RBT and clinical support roles as we open new locations. BCBA hiring is the priority and the hardest part of the job: it is a relationship and networking game more than a job-board game, and we want someone who treats it that way. You will own the full funnel from sourcing through offer, so our clinical leaders are no longer screening raw applicants, and you will report progress on a regular cadence against clear targets. What You Would Do • Own and run the full recruiting pipeline for BCBAs, RBTs, and clinical support roles: sourcing, outreach, screening, scheduling, and offer support • Source proactively through professional networks, university and credentialing programs, communities, and referrals, not just job boards, and build relationships that create a steady BCBA pipeline • Recruit and relocate BCBAs from outside the market into our current and newly opening clinics • Screen and qualify candidates so clinical leaders only meet a vetted shortlist • Represent our value proposition clearly: compensation, career progression, supervision and caseload model, and culture • Track every candidate and role in our applicant tracking system and provide regular pipeline updates and metrics, including time-to-fill, qualified candidates, and offer-acceptance rate • Partner closely with hiring managers on priorities, candidate scorecards, and a fast, respectful interview process What We Are Looking For • Proven clinical recruiting experience, ideally in ABA, behavioral health, or healthcare, with a track record of hiring BCBAs or comparable supply-constrained clinical roles • Working knowledge of the ABA credentialing landscape: BCBA, BCaBA, RBT, and supervision requirements • A genuine, relationship-driven sourcing approach, comfortable building pipelines where qualified candidates are scarce • Experience recruiting passive candidates and managing relocation into a new market • Strong candidate experience and the ability to represent an employer brand credibly • Organized and self-directed in a remote, contract setting, comfortable owning targets and reporting against them in an ATS • A plus: an existing BCBA or RBT network, or experience standing up recruiting for multi-site or new-location expansion Engagement Contract or fractional to start, remote within the US, with scope that can grow as we open new locations. Compensation structured to the engagement (hourly, monthly retainer, or per-hire) and discussed based on experience.

I'm the owner-operator of a small field service business in Georgia getting ahead of a multi-year tax situation before it becomes an enforcement problem. Several years are unfiled or need adjustment Federal and State of Georgia and I'm coming into compliance voluntarily. No notices have been received. I have a bookkeeper auditing the books now, so accurate financials are 3–5 weeks out. I need a licensed professional to own this end to end: transcripts, prep, filing, and resolution. This is a proactive compliance engagement in an attempt to avoid fire drill. PROJECT SCOPE & DELIVERABLES Phase 1 - Transcripts & Assessment (can start immediately): - File POA/authorization and pull IRS wage & income and account transcripts for relevant years. I want to confirm what W2s and 1099s are on record for me before anything is filed - Assess my standing with the Georgia Department of Revenue the same way - Confirm the true filing picture: 2022, 2024, and 2025 are unfiled or needing correcting; verify all years via transcript - Assess 1099 information-return compliance (I pay 1099 subcontractors and flag any missing 1099-NEC filings and the exposure - Assess whether any payroll (941) exposure exists (likely none payroll only recently started via a payroll provider but verify) - Deliverable: a written summary of exactly where I stand with the IRS and GA DOR, what's owed or estimated, what must be filed, and your recommended resolution path with timeline Phase 2 - Return Preparation & Filing (bookkeeper delivery ~3–5 weeks): - Prepare and file all unfiled federal or amend and Georgia returns (personal 1040 with business schedules; confirm entity treatment from transcripts and records) - Business and personal are currently tangled. Rectifying and filing them correctly and guiding me how to keep them separated going forward - Clean P&Ls per year will be delivered to you from QuickBooks Online/Wave Phase 3 - Resolution: - Penalty abatement wherever eligible (first-time abatement and reasonable cause) - Installment agreement or other collection alternative if the final balance requires one - Same on the Georgia side - Deliverable: fully filed, resolution plan in place, you as my representative of record until it's closed out NOT IN SCOPE - Bookkeeping (separately hired and in progress) - Ongoing tax planning/advisory (may discuss later with the right person, but this engagement is resolution only) - Legal matters (I have counsel) DEADLINE EXPECTATIONS - Phase 1 (transcripts/assessment): start within 1–2 weeks of hire - this does not need to wait on the books - Phase 2 (prep/filing): begins when clean financials are delivered, expected 3–5 weeks from now - Note: if any unfiled year has a refund, the 3-year claim window is a live deadline - factor that urgency into your plan - After your assessment, you set the realistic timeline. I value honest timelines over optimistic ones. REQUIRED EXPERIENCE & CREDENTIALS - Active CPA license or EA enrollment verified. Include your credential, state, and status in your proposal. - Direct IRS representation and resolution experience: transcript analysis, unfiled/back-year returns, penalty abatement, installment agreements. Tax prep experience alone is not sufficient. - Georgia filing and GA DOR experience - required. You must know how Georgia handles back-year filings and balances. - Self-employed / small business / contractor clientele experience (Schedule C, 1099-heavy businesses) - Comfort untangling commingled business/personal finances HOW WE'LL WORK Directly with me, the owner. I'm responsive (blockers answered within 24 hours), direct. Async-first through Upwork messaging, with scheduled calls at key points (assessment findings, pre-filing review). All work and payment stays on Upwork. BUDGET Total engagement budget: $2,000–$5,000 depending on findings, priced per phase. Propose fixed prices for: - Phase 1: transcript pull + written assessment - Phase 2: per-year return preparation (federal + GA) - Phase 3: resolution work (or hourly with a cap — your recommendation) If transcripts reveal complexity beyond this scope, we'll re-scope openly but quote what's described here. TO APPLY, ANSWER THESE IN YOUR PROPOSAL 1. Your credential (CPA or EA), state, and current status. 2. Describe a case where you brought a non-filer with multiple unfiled years into compliance: scope, what you negotiated, outcome. 3. Your specific Georgia DOR experience - back-year filings, penalty treatment, payment arrangements. 4. A self-employed client comes to you with 3 unfiled years, commingled finances, and no notices received yet - walk me through your first steps and closeout. 5. Your fixed-price quote for Phase 1, your per-year prep fee for Phase 2, and how you'd price Phase 3. Clarifying questions are welcomed. Proposals that ignore the five questions won't be considered.

We require a US Tax professional (CPA, EA, or tax preparer) for handling taxes for our company. Kindly quote your total fixed price for your service proposal. About the Company: Wyoming multi-member LLC (with 2 members, 50% each) Started on December 4, 2025 - so the year 2025 is a 4-week year No operations at all during 2025 - hence no income, no expense, no bank transaction, no US employee Both partners are non-US persons (i.e., non-residents, no SSN, residing outside of the USA) Extension has been filed successfully - 1065 extension to September 15, 2026 EIN number already has been issued Company continues its business operations in 2026 Scope of work: Preparation and e-filing of the 2025 Form 1065 (zero-activity short year) and preparation of Schedule K-1 for each member prior to 9/15/2026 Recommend whether Schedules K-2/K-3 are needed in the case of zero-activity year (preparation of the said schedules in case if yes) ITIN applications (Form W-7) for both of the members, since we are outside the US territory, could you advise whether you are a Certifying Acceptance Agent (CAA) yourself or you cooperate with such CAAs? Is there any possibility of conducting the passport verification through video conference or any other documents would be necessary to provide? Recommend whether any of the members is subject to file the 2025 Form 1040-NR due to zero activity Please indicate in your proposal: Total fixed price in detail: (a) Form 1065 with K-1s; (b) ITIN services per person; (c) 1040-NR if necessary; Whether you are a CAA or you have any procedure for obtaining ITINs for clients outside the US Experience working with foreign owned US LLCs (mandatory item); Timeline for each task. Future considerations, this is an undertaking from our side: In case there are no issues with the preparation of 2025 filing (the filing is done properly, in a timely manner, and with proper communication), then we will receive 2026 tax year filing as well. As the business will be operating in 2026, this would be more substantial, ongoing engagement (Form 1065, K-1s, etc.). We are searching for a tax advisor for the long term, not for the short run. If you have an annual compliance package for foreign-owned LLC, please include it in your proposal.

I am a GS-13 federal employee (age 62, approaching retirement eligibility) and the sole owner of an active Virginia S-Corporation holding a federal government contract. I am also a practicing fine artist with emerging institutional income and an active residential property held in an LLC. I need a seasoned Certified Financial Planner or CPA-level tax strategist who can look across all of my income streams simultaneously and architect a cohesive, integrated strategy — not manage a single piece of the puzzle. My situation is genuinely multi-layered and requires someone comfortable holding complexity: • Federal retirement: FERS pension, TSP rollover strategy, Social Security (age 62 claim, WEP/GPO resolved under Social Security Fairness Act), and OPM coordination • S-Corporation: Active federal contract income flowing through an S-Corp (Form 1120-S filed annually); need ongoing officer compensation optimization, QBI deduction maximization, retirement vehicle strategy (prior SEP rolled into TSP; no Solo 401(k) currently established), Section 179 planning, and accountable plan documentation • Real estate: Residential condo held in an LLC, currently evaluating mortgage recast, rental conversion, depreciation strategy, and Real Estate Professional Status (REPS) — specifically whether REPS is defensible and beneficial given anticipated post-retirement income structure • Tax liability reduction: I need specific, executable strategies — not general guidance — covering the transition years between active federal employment and full retirement, when S-Corp income, pension, Social Security, and rental income all overlap • Future income: Emerging fine art income (institutional commissions, auction houses) that will eventually need its own tax treatment and estate integration • Ongoing continuity: I want someone who can work with my existing CPA (tax filing) and estate attorney without duplicating effort, taking a CFP-level planning role that neither currently fills WHAT I AM NOT LOOKING FOR • General financial wellness coaches • Advisors who only manage investment portfolios and collect AUM fees • Anyone who will redirect me back to a generalist or suggest I "talk to a CPA" — I have one • Template advice that does not engage with federal employee benefit structures specifically IDEAL BACKGROUND • CFP credential strongly preferred; CPA with retirement planning depth considered • Demonstrated experience with federal employee retirement (FERS, CSRS, TSP, OPM processes) • Hands-on S-Corporation tax strategy experience (not just bookkeeping) • Familiarity with real estate professional status (REPS) qualification and documentation • Ability to model multi-income-stream scenarios across a 3–5 year retirement transition horizon • Estate-aware thinking (LLC, S-Corp, and estate attorney already engaged) • Comfortable working alongside existing advisors as a planning coordinator, not a replacement • Patient, clear communicator — able to explain complex strategies in plain language and take time to ensure full understanding before moving to execution SCOPE OF ENGAGEMENT Phase 1 Review of existing financial documents, retirement projections, S-Corp structure, and real estate scenarios. Produce a prioritized tax reduction and retirement income strategy document with specific, actionable recommendations. Phase 2 (Ongoing — as needed): Quarterly check-ins, year-end tax planning coordination, S-Corp officer comp and distribution review, and as-needed consulting on real estate and art income decisions. BUDGET Open to discussion. Prefer hourly for Phase 1 with potential to establish a retainer for ongoing advisory. Please provide your hourly rate with your application. HOW TO APPLY Please respond with: 1. Your credential(s) and relevant specializations 2. A brief description of 1–2 engagements where you navigated a similar multi-stream situation (federal employee + small business, or federal employee + real estate) 3. Your approach to working alongside an existing CPA and estate attorney 4. Your hourly rate Applicants who send generic proposals without addressing the specifics above will not be considered. This is a U.S.-based engagement. Candidate must have working knowledge of U.S. federal employee benefits, IRS S-Corporation rules, and Virginia/Maryland/DC tax environment preferred.