Companies Franklin Templeton

Franklin Templeton

San Mateo

Total Offices: 37

11,131 Total Employees

Year Founded: 1947

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Franklin Templeton Compensation & Benefits

Updated on September 09, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Franklin Templeton and has not been reviewed or approved by Franklin Templeton.

How are the compensation & benefits at Franklin Templeton?

Strengths in retirement support, healthcare, and family leave are accompanied by challenges in pay-growth velocity, location-driven benefit variability, and some employee cost sharing. Together, these dynamics suggest a solid total-rewards proposition overall, with base-pay progression and uniform benefit details emerging as areas to scrutinize by role and location.

Key Insight for Candidates

Defining tradeoff: Franklin Templeton leans on an unusually rich benefits package—especially a standout 401(k) match and solid paid leave—while base salaries and raises are often mid‑pack. This matters if you value long‑term wealth and stability; strong savers can outperform peers on total comp despite average base.

Evidence in Action

Exceptionally Strong 401(k) Match — Recurring employee feedback cites an 85% 401(k) match with a 3‑year vesting schedule. This boosts total compensation for savers who contribute consistently and reinforces long‑term retention through tangible retirement value.
Global 12‑Week Parental Leave — Company materials define a global minimum of 12 weeks paid parental leave, with additional caregiver leave. This creates predictable family support across locations and strengthens work‑life balance during major life events.

Positive Themes About Franklin Templeton

Retirement Support: The 401(k) program is portrayed as unusually strong, with a high employer match that can materially boost total compensation for those who maximize savings. It is consistently presented as a standout element of the package.
Healthcare Strength: Health coverage is frequently praised and postings describe competitive medical, insurance and disability options alongside well-being resources. These signals point to solid core healthcare support.
Parental & Family Support: Company materials indicate a global minimum of paid parental leave and additional caregiver leave. This breadth positions the package well for family needs.

Considerations About Franklin Templeton

Stagnant Pay & Limited Progression: Merit increases and advancement are described as mixed, with predictable but not necessarily large raise cycles and slower promotions in some groups. This can dampen pay-growth satisfaction even when bonuses are available.
Exclusive or Unequal Benefits Coverage: Benefits are stated to vary by location and some plan details are region-specific, leading to differing experiences by office and role. U.S. specifics often require confirmation in the offer to understand exact terms.
High Benefits Costs: Health plan premiums and out-of-pocket costs are employee-shared in some cases rather than fully employer-paid. This reduces the perceived affordability of certain medical options.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.