Companies Franklin Templeton

Franklin Templeton

San Mateo

Total Offices: 23

11,198 Total Employees

Year Founded: 1947

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Franklin Templeton Compensation & Benefits

Updated on September 08, 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, breadth of time off, and performance-linked incentives are accompanied by slower pay progression, healthcare cost sharing, and uneven experiences across locations and roles. Together, these dynamics suggest a total rewards package that is attractive for those prioritizing benefits and balance while cash-focused candidates may find progression and base pay less competitive in certain functions.

Key Insight for Candidates

Benefits-led total rewards: Franklin Templeton pairs standout benefits—especially a rich 401(k) match and guaranteed 12 weeks paid parental leave—with base salaries and annual increases that often feel mid‑market. This tradeoff suits candidates prioritizing long‑term value and flexibility, but less so those seeking top-tier cash now or quick merit bumps.

Evidence in Action

Enhanced 401(k) Match — The 401(k) match of $0.85 per $1 contributed, up to IRS limits, is a documented benefit. This accelerates retirement savings and signals long-term investment in employees’ financial security.
Global Paid Parental Leave — A global minimum of 12 paid weeks parental leave for birth, adoption, or surrogacy is an established policy. This ensures caregivers have predictable paid time off, reducing stress and supporting retention during family transitions.

Positive Themes About Franklin Templeton

Retirement Support: Retirement programs, including a notably strong 401(k) match and access to an employee stock purchase option, are positioned as key strengths. These features are described as meaningful contributors to total compensation.
Leave & Time Off Breadth: Flexible work arrangements, paid volunteer time, and a defined paid parental leave minimum support strong work–life balance. Time-off breadth is frequently highlighted as a bright spot in the overall package.
Strong & Reliable Incentives: A bonus structure that pays out regularly and a pay-for-performance philosophy add meaningful upside to cash compensation. Incentives can be particularly impactful in certain functions and levels.

Considerations About Franklin Templeton

Stagnant Pay & Limited Progression: Annual increases are characterized as modest with fewer rapid advancement opportunities. This limits earnings momentum over time.
High Benefits Costs: Health insurance involves employee copays and cost sharing rather than being fully covered. Out-of-pocket elements reduce the net value of medical benefits for some employees.
Exclusive or Unequal Benefits Coverage: Experiences vary by location and role, with some customer and operations positions noting lower pay while specialized or front-office roles fare better. The company also indicates benefits differ by location.

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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.