Should I post salary in the job description?

In Switzerland, posting a salary range is increasingly expected and helps attract candidates who fit your budget. It saves time for both parties. Use a range (e.g., CHF 85,000–120,000) to account for experience variation. Salary transparency also improves your employer brand.

How specific should language requirements be?

State the language(s), the proficiency level (A1–C2 framework), and whether it applies to day-to-day work or client-facing only. Example: "Fluent German (B2+) for team collaboration, English (B1+) for emails with international partners." This prevents mismatches and reduces hiring friction later.

What Pensum should I offer?

Always state Pensum as a percentage (e.g., "80–100%"). Many Swiss candidates prefer 80–90% for work–life balance; 100% is common for small teams or fast-paced roles. If flexible, say "80–100% negotiable." Specify expected in-office days if relevant; remote-friendly policies are now a standard benefit to mention.

Job Description Template: Marketing Manager

This template helps Swiss employers write a clear Marketing Manager job description. It covers the core role, day-to-day responsibilities, must-have and nice-to-have skills, compensation (in CHF), Pensum (%), location by canton, language requirements, and benefits. Adapt it to your industry and company size.

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A good job description attracts qualified candidates and sets clear expectations from day one. This template is designed for Swiss SMEs hiring a Marketing Manager—whether for brand management, digital marketing, product launch, or revenue support. Use it as a starting point and customize it to match your business.

Include your canton and city (e.g., "Zurich, ZH" or "Lausanne, VD"); Swiss job seekers expect geographic clarity. State the Pensum as a percentage (e.g., 80–100%). Place language requirements in the qualifications section, not the intro.

About the Role

Describe what this Marketing Manager will actually do. Is the focus digital campaigns, content strategy, market research, partnership development, internal comms, or product positioning? Be specific: "You will own our LinkedIn strategy and lead two product launches per year," not "drive marketing initiatives."

Keep it short and concrete. Say who they report to and which teams they collaborate with. Mention if they manage a budget, lead a team, or both.

Own [specific channel or strategy, e.g., email marketing, B2B partnerships, social media presence]
Lead [concrete deliverables, e.g., quarterly campaign calendar, monthly newsletter, website redesign project]
Collaborate with [specific teams: sales, product, design, leadership]
Manage [budget size, e.g., CHF 50,000–80,000 annual marketing budget] or team of [number]
Report to [title, e.g., CEO or Head of Growth]

Must-Have Requirements

List skills and experience that disqualify candidates if missing. If the role requires fluent German (Deutsch B2+) or French (Français C1), name it here—not as a nice-to-have. Be realistic: "3–5 years marketing experience" beats "marketing degree." Proficiency with specific tools (HubSpot, Google Analytics, Figma) can be must-have if essential.

Avoid long lists. Hire for core competence and culture fit; you can train tactics. A marketing manager needs judgment, not memorized frameworks.

[3–5] years in B2B/B2C/SaaS marketing (specify your sector)
Fluent in [German/French/Italian] (specify level: B1, B2, C1)
Strong data literacy: Google Analytics, CRM, or equivalent reporting tool
Proven ability to manage [campaigns/budget/projects/teams] independently
Portfolio or case study examples of [specific work: campaigns, launches, strategy documents]

Nice-to-Have & What We Offer

Nice-to-have skills (second language, Webflow, Slack integrations) help you stand out but aren't blockers. Then shift to what you offer: base salary in CHF, Pensum, vacation days, home-office policy, benefits (13th monthly salary, LAMal insurance contribution, pension fund), and learning budget if available.

Be transparent about salary. Swiss employers usually post a range (e.g., "CHF 85,000–120,000 depending on experience"). Include Pensum ("80–100%"), start date ("January 2025" or "immediate"), and vacation entitlement (usually 20–25 days + public holidays).

Nice-to-have: Experience with [HubSpot/Salesforce], A/B testing, or [relevant industry vertical]
Salary: CHF [range], 13th monthly salary, contribution to LAMal health insurance
Pensum: [80–100%], flexible home-office policy [X days per week in office]
Vacation: [20–25] days + Swiss public holidays, professional development budget CHF [amount]
Supportive, flat-hierarchy team in [city, canton], located in [specific address or landmark]

Frequently asked questions

Should I post salary in the job description?: In Switzerland, posting a salary range is increasingly expected and helps attract candidates who fit your budget. It saves time for both parties. Use a range (e.g., CHF 85,000–120,000) to account for experience variation. Salary transparency also improves your employer brand.
How specific should language requirements be?: State the language(s), the proficiency level (A1–C2 framework), and whether it applies to day-to-day work or client-facing only. Example: "Fluent German (B2+) for team collaboration, English (B1+) for emails with international partners." This prevents mismatches and reduces hiring friction later.
What Pensum should I offer?: Always state Pensum as a percentage (e.g., "80–100%"). Many Swiss candidates prefer 80–90% for work–life balance; 100% is common for small teams or fast-paced roles. If flexible, say "80–100% negotiable." Specify expected in-office days if relevant; remote-friendly policies are now a standard benefit to mention.

General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.