Sales Engineer (B2B SaaS) – Hybrid, DACH SMB

JOIN Solutions AG; Deutschland; Hybrid; Vertraulich; Full time

Benefits offered by this job

Company pension

Bike leasing

Employee shares

Vacation

Home-office policy

Professional-development budget

Hardware budget

Job summary

JOIN Solutions AG seeks a Sales Engineer in a B2B SaaS sales team. You will provide tailored demos, POC support, and architecture discussions, reporting to the Head of Sales or CTO. The role emphasizes discovery-driven demos and strong collaboration with engineering and Customer Success.

Ideal candidates have 4–8 years of relevant experience, with 2+ years in pre-sales, solid API and security knowledge, and proven POC leadership. A hybrid on-site setup is offered in a German SMB environment.

Qualifications

• 4 to 8 years of experience, including 2+ years in pre-sales or similar technical role.
• Demonstrated POC responsibility; able to own demos and architecture discussions.
• Confident with API concepts (REST, webhooks) and authentication standards (SSO, SAML).
• Strong database fundamentals and technical curiosity.

Responsibilities

• Prepare and run tailored discovery demos on an average cycle; deal size in the defined range.
• Support proof-of-concept phases with clear success criteria and cross-functional coordination.
• Answer technical questions in architecture meetings (API, integration, scalability, security, GDPR, ISO 27001).
• Handover technical requirements to Customer Success after closing.

Skills

API concepts (REST, Webhooks)

Authentication (SSO, SAML)

Database fundamentals

Pre-sales experience

Tools

CRM

Demo environment

POC tooling

Pipeline intelligence

Security documentation

Compliance platform

Job description

How to hire a Sales Engineer for your SMB

Before you write the job posting, settle three framing questions. They decide whether a new hire is the right lever and which profile you actually need.

Question 1: Do you need a Sales Engineer or another Account Executive? The Sales Engineer is a technical reinforcement role, not a closer with their own quota. They support 2-5 AEs with demos, proof-of-concept support and architecture discussions. A rough rule of thumb: from 3-4 Account Executives with complex technical deals (B2B SaaS with API, security, compliance requirements) a Sales Engineer pays off; below that it is usually more sensible to hire another AE with technical affinity. If your AEs run the demos themselves today and only struggle in deep architecture discussions, a Sales Engineer is the right lever.

Question 2: How deep does the technical depth really need to be? A Sales Engineer for an API-driven B2B SaaS product (workflow automation, data integration, developer tooling) needs engineering or implementation experience with concrete code contact. A Sales Engineer for a classic Mittelstand product (an ERP module, industrial control, an industry-specific solution) needs consulting and process-understanding depth more than pure code. The ideal profile and the expected compensation differ strongly. Write the depth level explicitly into the ad; otherwise you attract Solutions Architects from hyperscale SaaS who lack the patience for long discovery cycles in the Mittelstand.

Question 3: What share of POC support do you expect? In the DACH B2B Mittelstand the proof-of-concept often decides the deal: 3-4 weeks with concrete success criteria, stakeholder mapping and a clean handover to Customer Success. A good Sales Engineer at an SMB spends 30-50 % of the time on POCs (not demos). If your sales motion knows almost no POCs (transactional sales, standard software without customizing), you need an extended AE with demo depth more than a real Sales Engineer. Clarify the demos vs. POCs ratio in the ad.

If the three answers converge on a full-time Sales Engineer (and not another AE or a Solutions Architect), see the ready-to-use template on the Job description tab.

Where to source this role

• 01

  The most important channel for Sales Engineers at German SaaS and tech SMBs. Active sourcing via Recruiter Lite plus personalized InMails is markedly more effective than pure job posts: good sales-engineering profiles are rarely actively job-hunting. Filter for prior experience in the matching technical area (API-driven SaaS vs. on-premise enterprise vs. embedded hardware) before reaching out. Expect 50-70 % of qualified applications from here when you source actively.

• 02

  Still strong in the classic Mittelstand and in technical B2B industries outside the Berlin startup scene, especially for Sales Engineers in mechanical engineering, industrial automation, ERP, cybersecurity, logistics software. On par with LinkedIn or better in NRW, Bavaria and Baden-Württemberg. Tends to be weaker than LinkedIn for SaaS-native sales-engineering profiles under 35.

• 03

  The largest classic job market with a broad applicant pool. For Sales Engineer roles you get good volume, especially from industry and the Mittelstand, with many profiles moving into the pre-sales role from engineering or service. Slightly less signal than LinkedIn or XING on senior profiles from pure B2B SaaS, but useful when you search nationwide without strong tech branding. Expect heavier filtering in the first screen.

Job postings and contract documents must be worded gender-neutrally (§ 11 AGG). Concretely: Sales Engineer (m/w/d) or Sales Engineer:in are permitted; Sales Engineer (m/w) is not enough. Violations can trigger compensation claims of up to three months' salary.

EU Pay Transparency Directive from 2026

EU Directive 2023/970 on pay transparency had to be transposed into national law by 7 June 2026. It requires: the salary range (fixed and target variable) must be communicated at the latest before the first interview, ideally directly in the job posting. Asking about the candidate's current or previous salary is prohibited as a result.

No discriminatory questions in the interview (§ 7 AGG)

Questions about age, origin, marital status, pregnancy, religion, sexual orientation or disability are not permitted in the interview (§ 7 in conjunction with § 1 AGG). Structure the interview exclusively around observable competencies and professional experience. Violations can trigger compensation and damages claims.

If you use an AI tool to score or pre-select applications, the EU AI Act (applicable since 2 August 2026) classifies this use case as high-risk. Obligations: transparency toward applicants, logging of decisions, effective human oversight. A fully automated rejection without human oversight triggers employer liability.

Check the collective agreement (Tarifvertrag)

In the classic SaaS and tech SMB, sales-engineering roles are usually not tariff-bound, so free agreement is possible. In certain industries (mechanical engineering, industrial automation, banking, insurance), however, a generally binding collective agreement may set minimum salary, special payments, working time and notice periods bindingly. Check the applicable sector agreement before fixing compensation.

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