Retirement Plans

Institutional 401(k) Solutions for Growing Businesses

Titan Investment Management brings an institutional investment approach to employer-sponsored retirement plans. Our research-driven, disciplined model combines appropriate equity and fixed income exposure to help participants build long-term retirement security—without relying on stale mutual fund portfolios.

Retirement Plans

Institutional 401(k) Solutions for Growing Businesses

Titan Investment Management brings an institutional investment approach to employer-sponsored retirement plans. Our research-driven, disciplined model combines appropriate equity and fixed income exposure to help participants build long-term retirement security—without relying on stale mutual fund portfolios.

A Disciplined Investment Model for Employer Plans

A Disciplined Investment Model for Employer Plans

OUR APPROACH.

OUR APPROACH.

Titan’s retirement plan solution is built on the same investment philosophy that drives all Titan portfolios: disciplined research, quantitative analysis, and thoughtful portfolio construction.

Rather than relying on a collection of disconnected mutual funds, Titan constructs a structured investment framework designed to support participants while simplifying oversight for plan sponsors.

The Plan Sponsor
The Plan Sponsor

Titan acts as a fiduciary, ensuring the retirement plan is designed with the best interests of participants in mind. Our goal is to reduce the administrative and investment burden placed on employers.

  • Fiduciary oversight

  • Transparent fee structure

  • Simplified plan administration

  • Investment management handled by Titan

The Participant
The Participant

Participants deserve a retirement strategy tailored to their goals—not a collection of random investment options.

Titan meets directly with participants to understand their financial objectives and help determine the appropriate investment approach within the plan.

  • One-on-one guidance

  • Personalized investment direction

  • Long-term retirement planning support

Titan works alongside trusted third-party administrators and recordkeeping partners to ensure retirement plans remain fully compliant with ERISA regulations. Our approach is designed to remove as much administrative complexity as possible from the plan sponsor while maintaining a disciplined investment structure for participants.

Titan also works with employers to optimize contribution strategies and ensure the retirement plan supports both employee participation and tax efficiency.

Designed for Compliance and Simplicity

Designed for Compliance and Simplicity
SECURE 2.0 Resources

Understanding Secure 2.0

Understanding Secure 2.0

The SECURE 2.0 Act introduced important changes to employer-sponsored retirement plans. Titan helps employers understand how these changes affect their plans and provides resources to help navigate new requirements.

Auto Enrollment

New retirement plans must automatically enroll eligible employees, typically starting between 3–10%, with annual increases encouraging higher long-term retirement savings participation.

Part-Time Eligibility

Employees working at least 500 hours in two consecutive years must now be eligible to participate in employer retirement plans beginning in 2025.

Tax Incentives

Small businesses may qualify for tax credits covering retirement plan startup costs and employer contributions, helping offset the expense of establishing a new plan.

RMD Changes

The required minimum distribution age has increased, allowing retirement assets to remain invested longer before withdrawals are required.

Auto Enrollment

New retirement plans must automatically enroll eligible employees, typically starting between 3–10%, with annual increases encouraging higher long-term retirement savings participation.

Part-Time Eligibility

Employees working at least 500 hours in two consecutive years must now be eligible to participate in employer retirement plans beginning in 2025.

Tax Incentives

Small businesses may qualify for tax credits covering retirement plan startup costs and employer contributions, helping offset the expense of establishing a new plan.

RMD Changes

The required minimum distribution age has increased, allowing retirement assets to remain invested longer before withdrawals are required.

Don’t Settle for the
Retail Model

Don’t Settle for the Retail Model

A disciplined, data-driven approach to managing capital begins with a conversation.  If you are ready to explore a structure built on ownership, accountability, and quant-focused analysis — we invite you to connect.