Job intelligence
Sales Engineer - Elektronikkomponenter
RekryteringsHuset i Sverige AB
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The strongest upside: the application route looks comparatively direct. The main trade-off: the pay picture is incomplete.
A financial comparison will need the approved compensation range.
The work arrangement can be assessed, although it is not among the most flexible patterns detected.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
The visible path is straightforward and no additional mandatory step is stated in the available listing text.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Advertised location
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- The application route looks comparatively direct: The primary route points through an employer, an employer-authorized hiring source or an official employment source, and no extra mandatory step is stated in the listing text.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Account Manager
Novu Telefoni AB · MALMÖ, Skåne län, Sverige
Why it is nearby: Same country · Same employment type · Recently posted
Different angle: Seniority is not explicit · Different work arrangement
Director, Sales Engineering
Mattermost · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Different country
Emerging Enterprise Account Executive
Amplitude · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Different country
Senior Revenue Intelligence Analyst | US
Degreed · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Different country
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Sales roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (34) · EUR (15) · GBP (3) · JPY (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 3807 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 27% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- commercial sales representative
- technical sales representative
- technical sales representative in hardware, plumbing and heating equipment
- medical sales representative
- technical sales representative in chemical products
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products 41-4011.00
- Sales Representatives of Services, Except Advertising, Insurance, Financial Services, and Travel 41-3091.00
- Sales Representatives, Wholesale and Manufacturing, Except Technical and Scientific Products 41-4012.00
- Real Estate Sales Agents 41-9022.00
- Solar Sales Representatives and Assessors 41-4011.07
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
commercial sales representative
Usually essential in this ESCO occupation
- have computer literacy
- apply technical communication skills
- produce sales reports
- ensure compliance with legal requirements
- prospect new regional contracts
- sales strategies
- customer relationship management
Context-dependent ESCO skills
- household products
- clothing and footwear products
- solar products
- hardware industry
- office equipment
O*NET · U.S. occupation
Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products
O*NET occupation skills
- Persuasion
- Speaking
- Active Listening
- Negotiation
- Social Perceptiveness
- Reading Comprehension
- Service Orientation
- Coordination
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Support Engineer, PAYGO
Exa · USA Only
same seniority band · same employment type · similar work-arrangement evidencePatient Support Specialist (Remote)
CareTalk Health · USA Only
same seniority band · same employment type · similar work-arrangement evidenceSEO & AEO Manager
Juniper Square · USA
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Customer success & support roles and Marketing roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 75 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Sales Engineer - Elektronikkomponenter at RekryteringsHuset i Sverige AB points most strongly to remote flexibility can be weighed properly, the visible application effort can be estimated, and the listing can be traced to a current source. Those signals shape the practical upside and the questions still worth asking.
Remote flexibility can be weighed properly
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 68/100.
The visible application effort can be estimated
More direct application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Recent provenance includes a comparatively direct source lane, improving traceability.
- The current provenance provides a comparatively direct application route.
Visible cautions
No specific caution is supported by the currently available evidence. This does not prove that none exists.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at RekryteringsHuset i Sverige AB
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
RekryteringsHuset i Sverige AB — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
More direct application path
The primary route is a direct-employer, employer-authorized hiring or official government source. That can reduce intermediary steps, although the external form may still be lengthy.
Current destination: rekryteringshuset.varbi.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Vill du kombinera teknik, affärer och kundrelationer i en roll där du får göra verklig skillnad?
Har du erfarenhet från elektronikbranschen och trivs i en roll där teknisk kompetens möter försäljning och rådgivning? Vill du arbeta nära kunder inom industri, försvar och avancerad teknik och hjälpa dem att hitta rätt lösningar för sina projekt?
Då kan en roll inom Sales Engineer - Elektronikkomponenter hos GARAM Elektronik vara nästa steg för dig.
Om GARAM Elektronik
GARAM Elektronik AB utvecklar, tillverkar och levererar kvalificerade kablage och tekniska lösningar till kunder inom bland annat industri, försvar och avancerad teknik. Bolaget är specialiserat inom förbindningsteknik och erbjuder ett av marknadens bredaste sortiment av kvalitetsprodukter från ledande internationella tillverkare.
Genom att kombinera teknisk expertis, egen produktion och ett nära samarbete med kunder och leverantörer hjälper vi våra kunder att utveckla produkter, effektivisera konstruktioner och hitta rätt lösningar för krävande applikationer.
Vi har huvudkontor och produktion i Sverige samt en modern produktionsanläggning i Estland. Verksamheten omsätter drygt 100 MSEK, har cirka 50 medarbetare och befinner sig i en spännande tillväxtfas med stora ambitioner framåt.
Om rollen
Sales Engineer blir du en nyckelperson i vårt säljteam och en viktig kontakt för kunder som söker både teknisk rådgivning och affärsmässiga lösningar.
Du kommer att arbeta med kunder inom bland annat industri, försvar, elektronik och avancerad produktion där tekniska krav, kvalitet och leveranssäkerhet står i fokus. Rollen innebär stort eget ansvar men också ett nära samarbete med våra Key Account Managers, leverantörer, inköp, produktion och tekniska specialister.
Många av våra kunder vänder sig till oss tidigt i sina projekt för att få hjälp att välja rätt komponenter, kontaktdon, kablage och tekniska lösningar. Därför söker vi dig som uppskattar att kombinera kunddialog med teknisk problemlösning.
Exempel på arbetsuppgifter
- Hantera och utveckla inkommande kundförfrågningar
- Ge teknisk rådgivning kring elektronikkomponenter, förbindningsteknik och kundanpassade lösningar
- Ta fram och följa upp offerter
- Tolka ritningar och tekniska specifikationer
- Föreslå alternativa komponenter och optimera lösningar utifrån funktion, kvalitet och kostnad
- Driva affärer från förfrågan till avslut
- Utveckla och vårda långsiktiga kundrelationer
- Ha eget kundansvar för utvalda kunder
- Samverka nära våra Key Account Managers och stötta i försäljningsprocessen
- Bidra till utveckling av arbetssätt och processer i takt med företagets fortsatta tillväxt
Vem är du?
Vi tror att du har ett genuint intresse för teknik och trivs i en roll där du får kombinera kundkontakt, rådgivning och affärer.
Du har troligen erfarenhet från elektronikbranschen, komponentdistribution, teknisk försäljning eller liknande verksamhet där teknisk förståelse är en naturlig del av vardagen.
För att lyckas i rollen ser vi gärna att du:
- Har utbildning inom elektronik, elteknik, mekatronik, automation eller liknande.
- Har erfarenhet från elektronikbranschen, komponentdistribution eller teknisk B2B-försäljning
- Har god förståelse för elektronikkomponenter, kablage, kontaktdon eller närliggande teknikområden
- Kan läsa och förstå ritningar och tekniska specifikationer
- Är van att arbeta strukturerat och noggrant
- Kommunicerar obehindrat på svenska och engelska i tal och skrift
- Trivs med att bygga relationer och skapa förtroende hos kunder
- Är nyfiken, lösningsorienterad och drivs av att skapa affärsnytta
Det är särskilt meriterande om du har erfarenhet från bolag verksamma inom elektronikkomponenter, förbindningsteknik, kablage eller teknisk distribution.
Stor vikt kommer att läggas vid dina personliga egenskaper.
Svenskt medborgarskap är ett krav då vissa kunduppdrag kan omfattas av säkerhetsprövning.
Vi erbjuder
Hos GARAM Elektronik får du möjlighet att arbeta i ett teknikorienterat företag där kompetens, kvalitet och långsiktighet står i centrum.
Vi erbjuder:
- En central och affärsnära roll med stort inflytande
- Flexibla arbetstider och förtroendearbetstid
- Korta beslutsvägar och en entreprenöriell företagskultur
- Möjlighet att utvecklas inom teknik, försäljning och affärsmannaskap
- Ett engagerat team med hög teknisk kompetens
- Daglig arbetsplats i nyrenoverade lokaler i Vallentuna, visst arbete på distans är möjligt.
- Goda kommunikations- och parkeringsmöjligheter
Vi söker dig som vill vara med på en spännande resa!
Intresserad?
Varmt välkommen med din ansökan via följande länk:
https://rekryteringshuset.varbi.com/se/what:job/jobID:988247/
Vid frågor eller mer information vänligen kontakta Petra Lindomborg, Rekryteringskonsult, mobil: 0727164381.
Cross-source evidence
Do the current sources tell the same story?
4 decision facts are corroborated by multiple current sources.
Current sources agree: Remote Unclear.
Current sources state the same normalized location evidence.
Current sources state the same date.
Current sources agree: Full Time.
This compares only facts currently supplied by the sources supporting this deduplicated opportunity. Missing evidence is not disagreement, and source agreement is not an employer-quality or authenticity rating.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
- At least one recent enabled source is a direct-employer, employer-authorized or official public source.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
Listing source: Arbetsförmedlingen. Destination: rekryteringshuset.varbi.com. The application opens in a new tab so you can keep this report open.
Found from 5 sources.