How to Apply to Endress+Hauser (German operations)

14 min read Last updated April 20, 2026 1 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • The legal HQ is in Reinach CH, but the German operations (Maulburg, Weil am Rhein, Nesselwang, Gerlingen, Waldheim, Freiburg, Kaiserslautern, Jena) employ thousands and are the primary entry point for German candidates.
  • careers.endress.com is the single group portal for every country and operating company, built on SAP SuccessFactors with a custom Career Site Builder front end.
  • Apply with a full German-style Bewerbungsunterlagen package (Anschreiben, tabular Lebenslauf, all relevant Zeugnisse) as a text-based PDF. One-page Anglo resumes fail.
  • German at B2 minimum, C1 comfortable, for German-site roles. Senior group R&D and export functions are more English-tolerant.
  • Choose the right career stage on the portal (Ausbildung / Duales Studium / Graduates / Professionals). The tracks have different expectations and are filtered separately.
  • Quantify process-instrumentation experience with concrete product families, standards, and measurable scope. Vague task lists are filtered fast.
  • Expect two to three interview rounds: HR screening, hiring-manager and peer technical round, often a site visit. German, formal, factual, on time.
  • Family-owned, conservative-paced, long-tenure culture. Optimize your application for stability, depth, and genuine technical engagement, not for speed or noise.

About Endress+Hauser (German operations)

Endress+Hauser Group is a Swiss family-owned global leader in process measurement instrumentation, headquartered in Reinach in the Basel-Landschaft canton. Founded in 1953 by Georg H. Endress and Ludwig Hauser, it is one of the rare technology companies at this scale that has remained in private family hands for three generations. As of the 2024 financial year the group reported net sales of approximately €3.7 billion and employed around 17,000 people worldwide across more than 125 countries. In January 2024, Peter Selders took over as CEO of the group from Matthias Altendorf, who moved to the Supervisory Board. The core product portfolio covers flow, level, pressure, temperature, and liquid analysis measurement, along with system products, components, and digital services for process industries such as chemicals, food and beverage, life sciences, water and wastewater, oil and gas, and power and energy. The German operations are an enormous part of the group's reality, even though the legal headquarters sits on the Swiss side of the border. The largest German sites are clustered along the Upper Rhine in Baden-Württemberg: Weil am Rhein (Endress+Hauser Flow, which is actually operationally twinned with Reinach just across the Swiss border and is the group's center for flow measurement), Maulburg (Endress+Hauser Level+Pressure, the level and pressure measurement center with over 2,000 employees at a single campus), and Waldheim in Saxony (Endress+Hauser Wetzer, temperature instrumentation). Additional German locations include Nesselwang in the Allgäu region of Bavaria (Endress+Hauser Optical Analysis, where significant expansion of the optical analysis capacity has been under way in recent years), Gerlingen near Stuttgart (sales center Germany), Freiburg im Breisgau (software and digital solutions), Kaiserslautern (systems and solutions, site expansion announced in recent years), and Jena (Analytik Jena, a specialist analytical instruments subsidiary within the group). For anyone reading this guide on ResumeGeni.com, the practical implication is straightforward: Endress+Hauser is a textbook example of the German-Swiss industrial Mittelstand at a global scale. That shapes everything about how they hire. The culture is engineering-led rather than marketing-led, long-tenured rather than transient, and family-ownership means strategic patience rather than quarterly pressure. For German-site roles, working-language German is the default assumption for most non-senior positions; English is used group-wide at leadership, R&D, and export-facing functions, but if you apply for a production, quality, or commercial role in Maulburg or Weil am Rhein without fluent German, you will be at a sharp disadvantage. The flip side is that once you are in, the company is famously stable, training budgets are serious, and careers are measured in decades rather than job-hopping cycles.

Application Process

  1. 1
    Start at careers

    Start at careers.endress.com. This is the group's single global career portal and serves every operating company and country. Use the location filter to narrow to Germany (or specifically to Maulburg, Weil am Rhein, Nesselwang, Gerlingen, Waldheim, Freiburg, Kaiserslautern, or Analytik Jena Jena) and set the language filter to German for domestic roles. The same portal is used for Switzerland, France, USA, China, and every other operating company, so make sure you are not accidentally applying to Reinach CH when you meant Weil am Rhein DE.

  2. 2
    Choose your career stage before you write anything

    Choose your career stage before you write anything. The Endress+Hauser portal explicitly separates Apprenticeship and Study (Ausbildung and Duales Studium), Graduates (Absolventen, Trainees, thesis and internship positions), and Professionals. The expected application content differs materially between these tracks, and submitting a professional-style CV for an Ausbildung position, or vice versa, is an immediate signal that you have not read the page.

  3. 3
    Register a candidate profile

    Register a candidate profile. The portal requires an account before you can submit an application. Use a professional email address, set your preferred communication language (German for German-site roles unless the posting is in English), and expect to enter structured data for education, work history, skills, languages, and driving license. The SuccessFactors-based system behind the career site stores this as structured fields, not only as CV text, so filling it in completely is not optional if you want to be discoverable.

  4. 4
    Upload a full Bewerbungsunterlagen package in PDF

    Upload a full Bewerbungsunterlagen package in PDF. For German-site roles, hiring managers expect the classic German application set: a one-page Anschreiben (cover letter), a tabular Lebenslauf (CV), and Zeugnisse (scanned Arbeitszeugnisse from prior employers, Abschlusszeugnis from your education, and any relevant certificates). Combine these into a single PDF or upload them as separate files where the portal allows. Anglo-style one-page resumes with no cover letter routinely fail German screening because they read as incomplete.

  5. 5
    Answer the requisition-specific questions honestly

    Answer the requisition-specific questions honestly. The Career Site Builder front end collects structured answers for role-specific questions (notice period, desired salary range, relocation willingness, work-permit status, language levels by CEFR, specific certifications). These answers are surfaced directly to the recruiter and are used for early filtering. Do not leave them blank and do not inflate them, because they will be cross-checked in interview.

  6. 6
    Submit and confirm

    Submit and confirm. You will receive an acknowledgement email within a few minutes. Keep it, because the requisition ID in that email is the only reliable handle for referring to your application later.

  7. 7
    Expect a first recruiter contact within roughly one to three weeks for active re

    Expect a first recruiter contact within roughly one to three weeks for active requisitions, sometimes longer for Maulburg and Nesselwang sites during shutdown periods (summer vacation in August, Weihnachtspause between Christmas and Epiphany). Do not take silence as a rejection before four weeks have passed.

  8. 8
    If invited, the first conversation is usually a 20-to-40-minute phone or video s

    If invited, the first conversation is usually a 20-to-40-minute phone or video screening with a member of the central HR (Personalabteilung) team. It is in German for German-site roles unless explicitly offered in English. The focus is motivation, availability, salary expectations, German-language level, and a sanity check that the CV matches reality.

  9. 9
    The second round is typically an on-site or video interview with the hiring mana

    The second round is typically an on-site or video interview with the hiring manager and a senior team member, lasting 60 to 90 minutes. Technical roles include a deeper technical conversation, sometimes a small take-home task or whiteboard problem, and for R&D or production engineering roles a walk-through of a concrete problem you have solved previously.

  10. 10
    For production, R&D, and apprentice roles at Maulburg, Weil am Rhein, and Nessel

    For production, R&D, and apprentice roles at Maulburg, Weil am Rhein, and Nesselwang, a site visit and factory tour is a normal part of the final round. Treat this as a two-way interview: they are assessing how you engage with the manufacturing environment, and you should be asking about the specific team, the product line, and the shift model if applicable.

  11. 11
    Offer (Vertragsangebot) typically arrives within one to two weeks after the fina

    Offer (Vertragsangebot) typically arrives within one to two weeks after the final interview. German employment contracts follow standard Tarifvertrag or comparable internal banding, often with an IG Metall or regional reference for production roles. Expect a 6-month Probezeit (probation period) as standard.

Resume Tips for Endress+Hauser (German operations)

recommended

Submit a tabular German-style Lebenslauf for German-site applications

Submit a tabular German-style Lebenslauf for German-site applications. Section order: personal data block (name, contact, date and place of birth, optionally a professional headshot per German convention), Berufserfahrung in reverse chronological order, Ausbildung, Weiterbildung und Zertifikate, Sprachkenntnisse with CEFR levels, IT-Kenntnisse, and optionally Interessen. A one-page Anglo-American resume is wrong genre and will read as under-prepared.

recommended

Put your German-language level on the CV in CEFR notation (A1, A2, B1, B2, C1, C

Put your German-language level on the CV in CEFR notation (A1, A2, B1, B2, C1, C2 or Muttersprache). For most commercial, production, and junior engineering roles at German sites, B2 is the practical minimum and C1 is the comfortable baseline. Senior R&D and group functions in Weil am Rhein tolerate English-working candidates more readily, but say so explicitly and list your English level too.

recommended

Quantify process-instrumentation relevant experience

Quantify process-instrumentation relevant experience. Endress+Hauser is an engineering-first company and vague language (worked on projects, supported customers) is taken at face value as a weak signal. Write measurement range, accuracy, loop count, SIL or ATEX level, IEC 61511 or 61508 exposure, DN size, PN rating, commissioned plants, hazardous-area classification experience where relevant. If you cannot write the numbers, rewrite the role.

recommended

Call out ATEX, IECEx, SIL, FDA, 3-A, EHEDG, GMP, and 21 CFR Part 11 experience b

Call out ATEX, IECEx, SIL, FDA, 3-A, EHEDG, GMP, and 21 CFR Part 11 experience by name where it is true. These are the qualifications the screening side actually searches for, and they map directly to specific product lines (Liquiline for liquid analysis, Promass for Coriolis flow, Micropilot for radar level, Proline portfolio for flow).

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Name the ERP, PLM, MES, and ELN systems you have used

Name the ERP, PLM, MES, and ELN systems you have used. SAP S/4HANA, Oracle, Siemens Teamcenter, Windchill, Aras, and laboratory systems like LabVantage or Labware are the kinds of named signals that pass a technical recruiter's first scan.

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For digital and software roles in Freiburg, Kaiserslautern, or group IT, list co

For digital and software roles in Freiburg, Kaiserslautern, or group IT, list concrete stack: Java, Python, C++, Angular or React, Azure or AWS, Kubernetes, Docker, OPC UA, MQTT, and the IIoT platforms (Netilion is the Endress+Hauser-native platform, and familiarity with it is a real differentiator).

recommended

List Arbeitszeugnis-style achievements rather than task dumps

List Arbeitszeugnis-style achievements rather than task dumps. German hiring managers read Zeugnisse for a living and can smell a responsibility list at 30 paces. Structure each role as two or three sentences of scope plus two or three bullet achievements with numbers.

recommended

Attach your Zeugnisse as scans

Attach your Zeugnisse as scans. Bachelor, Master, Ausbildungszeugnis, and every prior Arbeitszeugnis. This is normal and expected in Germany and the absence of Zeugnisse in a German application is itself a red flag.

recommended

For Duales Studium applications: attach the latest Schulzeugnisse (typically the

For Duales Studium applications: attach the latest Schulzeugnisse (typically the last two Halbjahreszeugnisse), note your preferred Hochschule (DHBW Lörrach is common for Maulburg and Weil am Rhein partnerships), and clearly mark which intake year you are targeting.

recommended

For Ausbildung applications: attach the last two or three school Zeugnisse, keep

For Ausbildung applications: attach the last two or three school Zeugnisse, keep the CV to two pages maximum, and write an Anschreiben that explicitly names the Ausbildungsberuf (Mechatroniker/in, Industriekaufmann/-frau, Fachinformatiker/in Systemintegration, etc.) and the site. Non-targeted Ausbildung applications get filtered fast.

recommended

Do not use the word 'passionate' or any of its German equivalents ('leidenschaft

Do not use the word 'passionate' or any of its German equivalents ('leidenschaftlich') in your Anschreiben. German industrial hiring managers read it as empty marketing. Replace it with a specific, verifiable statement about the product line, technology, or problem domain that drew you to Endress+Hauser.

recommended

Cite at least one concrete Endress+Hauser-adjacent data point in your Anschreibe

Cite at least one concrete Endress+Hauser-adjacent data point in your Anschreiben: a specific product family (Proline Promass, Liquiline, Micropilot, Cerabar, iTEMP), a site, a recent announcement (Nesselwang optical analysis expansion, Kaiserslautern growth, Analytik Jena integration), or an industry application. This proves you researched the company rather than mass-applying.

ATS System: SAP SuccessFactors Recruiting (custom Career Site Builder front end)

Endress+Hauser runs SAP SuccessFactors Recruiting as the underlying applicant tracking system. This is visible from the live careers.endress.com portal, which loads assets from rmkcdn.successfactors.com and submits to performancemanager5.successfactors.eu on the SAP EU datacenter. The front end is a custom Career Site Builder (CSB) skin built as a single-page application with the Endress+Hauser brand layered on top, so candidates do not see the default SuccessFactors career pages, but the structured-data model, requisition IDs, and parsing behavior underneath are standard SuccessFactors. Requisition URLs take the form careers.endress.com/{Country}/job/{Location-Title-Slug}/{8-to-10-digit-requisition-id}/, which is a canonical SuccessFactors pattern. The system parses uploaded PDFs into structured candidate-profile fields, stores the full CV text for recruiter keyword search, and keys shortlisting on a combination of the structured fields and the requisition-specific screening questions.

  • Use a text-based PDF, never a scanned-image PDF. SuccessFactors parsing silently fails on images, and your skills, experience, and education will appear blank to the recruiter even though you uploaded a file.
  • Fill in the structured profile fields completely, even if the same information is in your CV. Recruiter search in SuccessFactors hits the structured fields first and the parsed CV text second, so a thin profile is effectively invisible regardless of how good your PDF is.
  • List skills using the exact vocabulary from the job posting. SuccessFactors uses both keyword search and a skills-ontology match, and terms like SAP S/4HANA, SIL 2, ATEX Zone 1, Coriolis, radar level, IEC 61508, 3-A, EHEDG, PROFIBUS, PROFINET, OPC UA, and Netilion are the kinds of tokens that recruiters actively filter on.
  • Use a simple, single-column CV layout. Multi-column designs, text in graphics, and exotic fonts degrade SuccessFactors parsing quality. Headings like Berufserfahrung, Ausbildung, Sprachkenntnisse, and IT-Kenntnisse parse cleanly; non-standard headings do not.
  • Answer every screening question on the requisition form. Blank or 'prefer not to say' answers on required fields cause the application to be excluded from recruiter shortlists by default in standard SuccessFactors configurations.
  • Keep your candidate profile current between applications. SuccessFactors keeps a single candidate record per email address across the entire Endress+Hauser group, so the profile you built for a Maulburg Ausbildung three years ago is the profile a Weil am Rhein recruiter sees today. Clean it up before you apply again.
  • If you are applying across multiple Endress+Hauser operating companies (Germany, Switzerland, USA, China), use the same candidate profile rather than creating duplicates. Duplicates get merged or flagged and are a poor first impression.

Interview Culture

Endress+Hauser interviews reflect the company they belong to: thorough, engineering-literate, polite, and paced.

Do not expect a Silicon Valley-style gauntlet, and do not expect a rubber-stamp either. The first-round screening is run by central HR at the relevant German site and is almost always conducted in German for domestic roles. It is short (20 to 40 minutes), structured, and focused on motivation, availability, salary expectations, German-language level, and fit with the specific Ausbildung, Duales Studium, graduate, or professional track. HR at Endress+Hauser is serious about soft-skill assessment and is empowered to gate-keep, so treat it as a substantive round rather than a formality. The second round is the real technical and cultural interview. It is usually conducted by the hiring manager plus one senior team member or a cross-functional peer. Expect 60 to 90 minutes, a clear structure (brief introductions, walk through your CV with follow-up questions, deep dive into two or three specific experiences relevant to the role, technical or case questions, your questions back to them, next-steps summary). Technical depth is taken seriously: for an instrumentation R&D role in Maulburg you should be able to discuss measurement physics, hazardous-area protection concepts, and functional safety. For a process-automation commercial role you should be able to talk about specific customer problems in one of the target industries (chemicals, food and beverage, life sciences, water, oil and gas, power). For a software role in Freiburg or Kaiserslautern you should expect code discussion and system-design conversation, not a LeetCode ladder. A third round is common for senior professional roles and nearly universal for leadership positions, often including a site visit and factory tour at Maulburg, Weil am Rhein, or Nesselwang. The tour is not ceremonial; it is a deliberate two-way assessment. You are being watched for how you engage with production staff, whether you ask operator-level questions, and whether you respect shop-floor etiquette. You should be asking about the specific product line, the team dynamics, the shift model where relevant, and the concrete current problem the team is solving. Culturally, the tone is reserved, factual, and on time. Hand shakes, formal 'Sie' address until explicitly offered 'du', and conservative business attire (Business or Smart Casual, not startup casual) are the defaults at German sites. Humour is welcome but understated. Overclaiming is penalized immediately: if you say you implemented something, be ready to explain exactly which part you personally did and which part the team did, and be honest about both. Endress+Hauser hiring managers have long tenures themselves and are extremely good at detecting embellishment. Salary conversations are handled matter-of-factly. Expect to be asked for your Gehaltsvorstellung (target salary) early, typically in the HR screening, and to give a specific annual gross figure (Jahresbruttogehalt) rather than a range. For production-covered roles the answer is partly constrained by regional Tarifvertrag; for non-tariff roles there is more flexibility, but the company benchmarks against regional pay data and is known for fair, not aggressive, offers. The trade-off is strong stability, training, and long-term career growth rather than equity-and-cash maximization.

What Endress+Hauser (German operations) Looks For

  • Genuine technical depth in a narrow area rather than wide shallow exposure. Endress+Hauser is a specialist-instrument company and specialists are what they hire.
  • Fluent working German for German-site roles. B2 is practical minimum, C1 comfortable baseline, C2 or native ideal, outside of senior group R&D and some export functions.
  • Long-tenure mindset. Average tenure at German sites is high, and candidates whose CVs show 10-to-18-month stints at five employers are read as flight risks regardless of skill.
  • Evidence of genuine engagement with process industries. Concrete product families, plants commissioned, standards applied (ATEX, SIL, IEC, FDA, 3-A, EHEDG, GMP), and named customers in the target verticals carry far more weight than generic engineering credentials.
  • Respect for the apprenticeship and Duales Studium tracks. Endress+Hauser hires substantial numbers of apprentices and dual students every year, and a meaningful share of senior management joined via these routes. Attitudes that treat them as second-class paths register badly.
  • Clean, accurate, complete Bewerbungsunterlagen. Missing Zeugnisse, sloppy Anschreiben, Anglo-style one-page CVs, and template cover letters without site-specific references are all filtered out early.
  • Hands-on factory and lab comfort for production, R&D, and quality roles. Willingness to be on the shop floor in Maulburg or Nesselwang, not just in a meeting room, is a real signal.
  • Alignment with the company's sustainability and safety framing. Endress+Hauser publicly emphasizes sustainable industry, water stewardship, and safety-critical measurement, and candidates who can speak to those themes credibly stand out.
  • Composure and factual communication style. Overclaiming, motivational-poster language, and aggressive self-promotion are negative signals in this culture.
  • International mobility for some group functions. Endress+Hauser runs a meaningful cross-border organisation (CH-DE border is the core, but also France, USA, China, India, Brazil), and willingness to spend time at sister sites is a plus for many roles, particularly trainee and graduate tracks.

Frequently Asked Questions

What ATS does Endress+Hauser use?
Endress+Hauser runs SAP SuccessFactors Recruiting as the underlying applicant tracking system, with a custom Career Site Builder front end at careers.endress.com. This is verifiable from the live career site, which loads branded assets from rmkcdn.successfactors.com (the SuccessFactors CDN) and submits through performancemanager5.successfactors.eu (SAP's EU SuccessFactors data center). Requisition URLs follow the canonical SuccessFactors pattern careers.endress.com/{Country}/job/{Location-Title-Slug}/{requisition-id}/. For candidates this means the standard SuccessFactors parsing rules apply: text-based PDFs only, complete structured profile, standard section headings, and a simple single-column CV layout.
Do I need to speak German to work at Endress+Hauser in Germany?
For the majority of roles at the German sites (Maulburg, Weil am Rhein, Nesselwang, Gerlingen, Waldheim, Freiburg, Kaiserslautern, Analytik Jena Jena), the answer is yes. The practical minimum is CEFR B2 for junior commercial and engineering roles, with C1 being the comfortable baseline and C2 or native-level preferred for customer-facing and production roles. Exceptions exist in senior group R&D, global IT and digital, and some export functions where English is the working language, but these are the minority. If you are applying from abroad without strong German, target those specific functions and state your English level clearly in CEFR terms on the CV.
What is the difference between the Reinach HQ and the German operations?
Reinach in the Basel-Landschaft canton of Switzerland is the legal headquarters of the Endress+Hauser Group, including the group holding, group functions, and Endress+Hauser Flow headquarters. The German operations are separate legal entities inside the group (Endress+Hauser Level+Pressure in Maulburg, Endress+Hauser Wetzer in Waldheim, Endress+Hauser Optical Analysis in Nesselwang, Endress+Hauser Conducta in Gerlingen, Analytik Jena in Jena, and others). They share the brand, group functions, and career portal, but they are German employers with German employment law, German Tarifvertrag references where applicable, and German hiring culture. When you apply to Weil am Rhein you are joining a German company in the group, not the Swiss HQ.
How long does the Endress+Hauser hiring process take?
Plan for roughly six to ten weeks end to end for a typical professional role in Germany. Recruiter first contact usually comes within one to three weeks of applying. HR screening is scheduled within one to two weeks after that. The hiring-manager interview follows one to two weeks later, and a potential third round or site visit adds another one to two weeks. The offer typically arrives within one to two weeks after the final interview. Summer vacation in August and the Weihnachtspause between Christmas and Epiphany routinely extend these windows. Leadership roles and roles with site visits at Maulburg or Nesselwang run longer. Ausbildung and Duales Studium timelines are different and follow a fixed annual intake cycle.
Does Endress+Hauser hire Ausbildung and Duales Studium candidates?
Yes, substantially and every year. Endress+Hauser is one of the large Mittelstand employers in the Upper Rhine region and runs major Ausbildung programs (Mechatroniker/in, Industriekaufmann/-frau, Fachinformatiker/in, Industriemechaniker/in, Werkzeugmechaniker/in, and others depending on site) and Duales Studium partnerships (particularly with DHBW Lörrach for the Maulburg and Weil am Rhein sites, and regional partners for other locations). A meaningful share of today's senior management originally joined through these tracks, and the company treats them as a primary pipeline. Application deadlines follow a predictable annual cycle and applying early in the cycle (typically a full year before the September intake) is strongly advised.
What is the Endress+Hauser interview dress code?
Business or Smart Business for professional roles (suit or blazer with formal trousers or skirt for first and second rounds, smart business casual acceptable for some R&D and software interviews if explicitly indicated). For site visits at Maulburg, Nesselwang, or Weil am Rhein, stay at Smart Business level but wear shoes you can walk a factory in. Ausbildung and Duales Studium interviews are typically Smart Business Casual at minimum, and showing up in jeans-and-t-shirt signals you have not taken it seriously. The default tone at German sites is conservative and formal, and it is easier to be slightly overdressed than underdressed.
How do I maximize my chances of getting past the SuccessFactors screening?
Four things, in order. First, upload a text-based PDF in a simple single-column layout with standard German section headings (Berufserfahrung, Ausbildung, Sprachkenntnisse, IT-Kenntnisse) so SuccessFactors parsing extracts your data cleanly. Second, fill in every field of the structured candidate profile completely, even if the same information is in your CV, because recruiters search the structured fields before the parsed CV text. Third, mirror the exact skills and certifications vocabulary from the posting (SAP S/4HANA, SIL 2, ATEX Zone 1, Coriolis, radar level, IEC 61511, 3-A, EHEDG, PROFIBUS, PROFINET, OPC UA, Netilion, and so on) where it is true. Fourth, answer every requisition-specific screening question; blanks drop you out of shortlists by default.
Is Endress+Hauser a good long-term employer?
By most objective measures, yes, especially if you are optimizing for stability, depth, and career longevity rather than short-term cash maximization. The company is family-owned across three generations, has not done mass layoffs in its history at the group level, invests seriously in training and apprenticeships, promotes internally into senior roles at high rates, and has long average tenures at its German sites. The trade-off is that the pace is measured rather than frenetic, decision-making is consultative, and compensation benchmarks against regional fair-pay data rather than aggressive top-of-market. For engineers, technicians, and commercial professionals who want to become genuine experts in process measurement and stay in the Upper Rhine region for a career, it is a top-tier employer. For candidates who prioritize equity upside, rapid title progression, or remote-first flexibility, it is less of a fit.
Can I apply speculatively (Initiativbewerbung) to Endress+Hauser?
Yes. The group career portal explicitly supports speculative applications for candidates who do not find a matching open requisition. Upload a full Bewerbungsunterlagen package, select the relevant site and career stage, and clearly state the function area you are targeting in the Anschreiben. Speculative applications are read by central HR and forwarded to hiring managers when a matching opening emerges; they typically have a longer response cycle than direct requisition applications (several weeks to months is normal), but they are a legitimate route, particularly for Ausbildung and Duales Studium candidates who want to be on the radar for the next intake cycle and for specialist engineering profiles that are hard to recruit.
Which German Endress+Hauser sites hire the most?
Maulburg (Endress+Hauser Level+Pressure, the level and pressure measurement center with over 2,000 employees at a single Upper Rhine campus) is consistently the largest single German hiring site, covering production, R&D, quality, engineering, and commercial functions. Weil am Rhein (Endress+Hauser Flow) is the flow-measurement center and operationally twinned with Reinach CH across the border. Nesselwang (Endress+Hauser Optical Analysis) has been actively expanding in recent years. Gerlingen near Stuttgart is the sales center for Germany and hires commercial, application engineering, and service roles. Freiburg im Breisgau hosts software and digital solutions roles. Kaiserslautern (systems and solutions) has announced plant expansion. Jena hosts Analytik Jena, a specialist analytical-instruments subsidiary.

Open Positions

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Sources

  1. Endress+Hauser Group - Official Global Career Portal —
  2. Endress+Hauser Group - Corporate Home —
  3. Endress+Hauser - Company Overview and Locations —
  4. Endress+Hauser - Executive Board (Peter Selders CEO 2024) —
  5. Endress+Hauser Level+Pressure GmbH+Co. KG (Maulburg site) —
  6. Endress+Hauser Flow (Reinach/Weil am Rhein site) —
  7. Endress+Hauser Optical Analysis (Nesselwang site) —
  8. Analytik Jena - Part of the Endress+Hauser Group —
  9. SAP SuccessFactors Recruiting - Product Documentation —
  10. Endress+Hauser Career Site Builder - Live Asset CDN Verification (rmkcdn.successfactors.com) —
  11. DHBW Lörrach - Dualer Partner Endress+Hauser —