T. Rowe Price Group, Inc.
Baltimore, MD · founded 1937
T. Rowe Price is one of the oldest and largest independent asset managers in the US — a Baltimore institution founded in 1937 by Thomas Rowe Price Jr., the 'father of growth investing.' It runs mutual funds, retirement plans and institutional mandates, managing roughly $1.7 trillion in assets. The culture reads as conservative, stable and research-driven ('trust and collaboration... respect, rigor, and constant curiosity'), with a strong emphasis on work-life balance, family-first values and long tenures rather than startup intensity. Honest caveats: it is a traditional financial-services firm, so expect process, hierarchy and a more buttoned-up environment than tech; the benefits (layered 401(k), fertility, tuition) are genuinely strong, but pace and pay upside skew toward steadiness over stock-option lottery tickets.
see the full file on T. Rowe Price Group, Inc.127 open roles at T. Rowe Price Group, Inc.
documented benefits (24)
| Birthing-parent leave | offered |
|---|---|
| Fertility support | yes |
| Adoption & surrogacy support | $5,000 |
| Backup care | yes |
| Countries with offices | US, GB, HK |
| Retirement match | 50% match on the first 4% you contribute, plus a company contribution of 4.5% of eligible compensation each pay period and a variable annual company contribution of up to 6% |
| Retirement match ceiling | 2% |
| Stock purchase plan | yes |
| Financial advising | yes |
| Tuition reimbursement | $12,500 |
| Dental | yes |
| Vision | yes |
| Mental health | yes |
| Gender-affirming care | yes |
| FSA | yes |
| Life insurance | yes |
| Disability | yes |
| On-site gym | yes |
| Gym / fitness subsidy | yes |
| Employee discount portal | yes |
| Offices | Baltimore, Colorado Springs, London, Hong Kong |
| Median filed wage | $126,090 |
| Gender pay gap, median | 32.4% |
| Gender pay gap, mean | 24.8% |
what T. Rowe Price Group, Inc. pays
Median of 14 certified wages filed with the US Department of Labor: $126,090.
Half of T. Rowe Price Group, Inc.'s certified filings fall between $122,013 and $149,000.
| role | median | filings | range |
|---|---|---|---|
| senior software engineer | $125,000 | 5 filings | $119,000 to $152,000 |
| sr. software engineer | $126,090 | 2 filings | $122,013 to $126,090 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
notable perks
- Passes to local attractions
- Corporate travel rates available for personal use
- Employee assistance program with free, confidential counseling
- Voluntary legal plan benefit
the legal floor where they are
Set by law, not by T. Rowe Price Group, Inc. It applies to every employer in MD.
| IVF cycles the state covers | Maryland requires IVF, capped at three attempts per live birth and $100,000 over a lifetime. Insurance Article § 15-810 binds insurers, nonprofit health service plans and HMOs writing in Maryland, and provides that "An entity subject to this section may limit coverage of the benefits for in vitro fertilization required under this section to three in vitro fertilization attempts per live birth, not to exceed a maximum lifetime benefit of $100,000." ELIGIBILITY IS A HISTORY TEST, NOT A DIAGNOSIS. The patient must show involuntary infertility through, for opposite-sex spouses, "intercourse of at least 1 year's duration failing to result in pregnancy", and for same-sex spouses, "three attempts of artificial insemination over the course of 1 year failing to result in pregnancy" — so a same-sex couple pays for three inseminations before the mandate reaches them. Documented endometriosis, DES exposure, blocked or removed fallopian tubes or abnormal male factors qualify without the waiting period. THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: a state insurance mandate binds only fully insured plans. A self-funded employer plan is governed federally under ERISA and is preempted, and KFF's 2025 employer survey puts 67% of covered workers — 80% at firms of 200 or more — in a self-funded plan. Small employer plans are also excluded where the State has determined IVF is not an essential health benefit. At most large Maryland employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Md. Code, Insurance Article § 15-810.) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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