Job Description Template: Sales Engineer
A Sales Engineer bridges technical expertise and client relationships, translating customer needs into product solutions. This template guides Swiss employers through drafting a clear, compliant job posting that attracts candidates who combine engineering knowledge with consultative sales skills. Customize the Pensum (%), canton, language requirements, and compensation details to match your business.
The Sales Engineer role sits between your technical team and prospects. They explain how your product solves real problems, run demonstrations, gather requirements, and shepherd deals to close. In Swiss SMEs, this role often involves direct client contact and travel within your region.
This template provides a skeleton you can adapt. Fill in your specific technologies, client types, and location. Remember to name your canton/city (required in Swiss job ads), specify Pensum as a percentage, and clarify language expectations upfront.
Role Overview & Core Responsibilities
Describe what the Sales Engineer actually does each week. Do they spend 60% on technical presentations and 40% building pipelines? Do they support the sales team or own accounts independently? Specify whether travel to client sites is frequent or occasional.
Sales Engineers often own the technical side of the sales conversation—demos, proof-of-concept work, integration planning, and technical objection handling. Make clear whether they also forecast revenue, manage their own pipeline, or report to the sales or technical leadership.
- Conduct technical demonstrations and product evaluations for prospects and existing clients
- Gather and document technical requirements; translate customer needs into feature/solution recommendations
- Prepare and deliver proposals, architecture diagrams, and implementation timelines
- Support sales team through deal closure; resolve technical questions during negotiation
- Collaborate with Product, Engineering, and Customer Success on feature requests and customer feedback
- Travel within your canton or region to client sites, conferences, or trade shows
Must-Have & Nice-to-Have Requirements
List only genuine blockers first. If your product is a SaaS platform, say so. If candidates must know SQL or cloud architecture, name it. If they need a specific certification (AWS, Salesforce), include it. Be honest: this filters out unsuitable applications early and saves everyone time.
Nice-to-haves reward candidates who exceed baseline. Prior SaaS sales experience, domain knowledge (fintech, healthcare, manufacturing), or a track record closing mid-market deals belong here. Language skills beyond your minimum should also go in nice-to-have.
- Must-have: 3–5 years of technical sales or sales engineering experience
- Must-have: Hands-on knowledge of your core technology (e.g., cloud platforms, APIs, data tools, business software)
- Must-have: Fluent in [German/French/Italian/English] and the other language of your region (specify both)
- Nice-to-have: Background in technical support, product management, or software engineering
- Nice-to-have: Track record closing enterprise or mid-market deals
- Nice-to-have: Familiarity with [your specific industry—e.g., ecommerce, construction tech, manufacturing]
What We Offer
Compensation is the first detail candidates want. In Switzerland, quote a salary range in CHF (annual gross, or monthly if you prefer), and state Pensum as a percentage. Example: "CHF 95,000–115,000 annually at 100% Pensum" or "CHF 7,900–9,500 gross per month, 80–100% negotiable." Mention the 13. Monatslohn if it applies (common in Swiss contracts).
Add benefits that matter to your market: flexible hours, home office days, professional development budget, equipment allowance, pension contribution (BVG), or company car. Be specific: "2 weeks home office per month" beats "flexible." If you offer a flexible Pensum range, say so here. Always name your canton/city and note any relocation support or visa sponsorship.
- Competitive salary: CHF [X]–[Y] gross annually (or per month) at [X]–[Y]% Pensum, based on experience
- 13. Monatslohn and statutory holiday/sick leave
- Flexible working arrangements: [specific example, e.g., 2 days home office, flexible start times]
- Professional development budget (e.g., CHF 2,000/year for courses, conferences, certifications)
- Comprehensive benefits: [state which apply: BVG pension top-up, health insurance, company car, tech equipment allowance]
- Location: [Canton], [City]. Relocation support available / no relocation needed / visa sponsorship considered.
Frequently asked questions
- Should I list language requirements in responsibilities or requirements?
- List them in the Must-Have Requirements section, always by language level (e.g., 'fluent in German [C1], conversational in English [B2]'). Language requirements are a filter, not a responsibility. Swiss job ads must clearly state which languages are essential, as candidates from all cantons may apply.
- What Pensum should I advertise for a Sales Engineer role?
- Typically 80–100%. Many Sales Engineers prefer 100% because the role involves client interaction and travel. If your business supports part-time work, offer a range (e.g., '80–100% negotiable') and explain how reduced hours affect territory or account responsibility. A lawyer can advise on any Arbeitsvertrag clauses.
- How specific should I be about salary, and what about Quellensteuer?
- Quote a gross annual or monthly range in CHF. If you hire foreign nationals, mention Quellensteuer only in passing ('subject to Swiss tax regulations') and note whether you assist with work permits. Your payroll or HR advisor should confirm tax withholding obligations. Never promise tax deductions; that's the employee's responsibility.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.