Franklin Templeton

The interview itself focuses on prior experience and uses STAR-style behavioural questions (Situation, Task, Action, Result). The firm states a standard process runs a few weeks. Most early-career hiring sits inside structured autumn campus windows, so candidates typically move through this loop while interview rounds at other asset managers run concurrently – assessment-day conflicts are the practical scheduling problem.

Franklin Templeton runs four distinct early-careers programs, each tied to specific geographies and student years:

• Summer Internship Program – 8 to 12 weeks; rising college juniors and seniors in the US and Canada, penultimate-year students in the UK on a 10-week placement, and students of any year in Singapore and Hong Kong.
• Futures Program – a two-year rotational graduate scheme with six four-month rotations, offered in the US, UK, Singapore, Hong Kong and Mumbai.
• Graduate Trainee Program – a one-year postgraduate program in India, recruited through partner Hyderabad universities.
• India and Poland internships – 2-to-6-month rolling placements in India and a six-month 25-to-30-hour-per-week paid internship in Poland, open year-round.

Because the summer internship feeds the Futures Program – the firm states previous interns are considered as part of the Futures candidate pipeline – applying as a penultimate-year intern is the realistic entry route to the graduate scheme rather than a separate later application.

Two things separate Franklin Templeton's early-career offer:

• The Futures Program is a two-year rotational graduate scheme, with associates rotating across US, UK, Singapore, Hong Kong and Mumbai offices and feeding into both investment and distribution functions.
• Its rotational structure runs across six four-month rotations covering areas such as equities, fixed income, multi-asset, portfolio management, product, sales and marketing in a single program, rather than selecting a function at application.

For a candidate undecided between an investment seat and a client-facing one, the function choice is deferred to the end of year two rather than made on the application – a smaller upfront commitment than at firms where graduates select their division on the offer letter.