Swiss job-market snapshot: November 2026 baseline
On 4 November, Panta observed 14,536 fresh-backed listings classified as having a physical Swiss workplace across 710 employers. We detected a below-100% workload signal in 3,938 titles or employment fields. This is an observed-inventory baseline; it does not measure November hiring or national vacancy growth.
The observed inventory
Collected . These are listings in Panta’s observed inventory, not a national total or new hires.
| Selection | Count |
|---|---|
| Selected Swiss-eligible canonical listings | 15'582 |
| Excluded: no fresh source backing | 545 |
| Fresh-backed listings | 15'037 |
| Physical Swiss workplace (main analysis) | 14'536 |
| Multi-country including Switzerland | 467 |
| Remote with explicit Swiss eligibility | 34 |
| Employers in main analysis | 710 |
- Below-100% option detected3'938 (27.1%)
- 100% only detected2'476 (17.0%)
- Multiple or ambiguous signals19 (0.1%)
- No percentage detected8'103 (55.7%)
What the workload numbers tell an applicant
An explicit workload range can make a search more useful. In this snapshot, 3,938 of 14,536 listings (27.1%) contain a percentage below 100 in their title or employment field. That includes ranges such as 80–100%, which advertise a lower endpoint. It does not mean every employer will accept every percentage within that range.
We detected only 100% in 2,476 listings, and multiple or ambiguous percentage signals in 19. The latter includes some ranges expressed with words rather than a dash, as well as potentially conflicting values. In 8,103 listings (55.7%), we detected no explicit percentage in these two fields. Those records may describe workload elsewhere. They must not be counted as full-time, or as evidence that flexibility is unavailable.
This first parser intentionally excludes descriptions: a percentage there might refer to travel, a bonus or a staff discount. It also does not convert weekly hours into percentages. The result measures an explicit signal in two fields, rather than the total availability of part-time work. The separate 80% careers investigation examines exact percentages, ranges and conflicting wording in more detail; this baseline retains its original analysis version and counts.
Training opportunities need their own categories
A Swiss opportunity index contains several entry routes. Mixing a trial apprenticeship with a permanent graduate position makes a junior-job count hard to interpret. The following ordered lexical rules examine titles and employment fields; the first matching category wins.
| Detected entry-route label | Listings |
|---|---|
| Trial apprenticeship | 579 |
| Apprenticeship | 2,231 |
| Internship | 423 |
| Junior, graduate or trainee | 80 |
| No entry label detected | 11,223 |
These are label counts, not a validated classification of seniority or contract status. A listing without a junior label may welcome new entrants; a trainee title may still require experience. The corpus can include unpaid fellowships and short work-experience opportunities. We therefore describe listings rather than treating every record as a paid vacancy.
The junior jobs and AI evidence review explains what longer-running Swiss studies can establish. Our current snapshot cannot tell us whether junior opportunities have declined.
Language metadata leaves a large question unanswered
| Normalized source language tag | Listings |
|---|---|
| German | 8,327 |
| French | 845 |
| English | 836 |
| Italian | 51 |
| Unknown | 4,477 |
The unknown group is 30.8% of the main analysis. Even a known tag is not a language requirement: it may be an ATS locale or source setting. These counts must not be described as the number of jobs available to German-, French- or English-speaking applicants.
We investigated that distinction by reading a reproducible, employer-diverse sample of English-tagged records. The language audit separates the tag, the written language and explicit German requirements.
Three role collections, with deliberate limits
Panta’s existing reviewed title rules identify 63 AI, 88 data and 29 pharma listings in the main analysis. These are narrow collections for discovery, not a complete occupational taxonomy. AI and data can overlap; a finance role at a pharmaceutical employer is not automatically a pharma role. Adding these counts would double-count some listings and omit most occupations.
Explore the inclusion rules and source listings in our AI, data and pharma collections. Differences between these counts and future searches can reflect collection changes as well as employers changing their adverts.
How much does employer coverage affect the result?
The largest recorded employer group, Coop-Gruppe, contributes 2,843 listings (19.6%) to the main analysis. Removing that group leaves 11,693 listings. The below-100% signal then appears in 3,032 listings, or 25.9%, compared with 27.1% in the full analysis.
That sensitivity check is useful, but removing one employer does not make this a representative Swiss sample. Employer identities are Panta’s recorded groups, which can combine brands. Coverage is uneven across employers and industries, and the canonical deduplication may still miss equivalent adverts. The downloadable aggregate records the five largest employer groups and this sensitivity calculation.
Place this baseline alongside national statistics
Official data answers a broader question. The Federal Statistical Office’s JOBSTAT release for the second quarter of 2026 reported 98,700 vacancies in the secondary and tertiary sectors, up 2.7% year on year. That survey estimate is a different population, date and measurement from Panta’s collected adverts. FSO, 27 August 2026
SECO’s September 2026 release reported 44,199 vacancies registered with regional employment centres, of which 66.2% were subject to mandatory reporting. Registered vacancies are another distinct measure. Neither official figure can be used as a denominator for Panta’s coverage without a compatible population and design. SECO, 6 October 2026
We use these releases for context, rather than presenting the difference between their totals as missing jobs. This report does not claim to use October SECO results or a completed November reporting period.
Method, missing data and the next edition
The inventory came from one read-only database query between 06:48:51 and 06:49:02 UTC on 4 November 2026. We count each canonical job ID once, require active observations from trusted enabled sources, and then require at least one source within its configured successful-refresh window. Fresh source backing does not independently verify every field or confirm that applications are still accepted.
The main analysis uses only physical Swiss workplace evidence. Multi-country listings including Switzerland and remote listings with explicit Swiss eligibility remain separate. A remote work arrangement can also appear within a physical Swiss listing; these classifications describe different dimensions.
There is no stored description for 871 main-analysis records and no publication date for 1,209. A further 6,127 lack a canton value. A missing column does not prove the employer omitted the information from its original advert. We do not substitute first-seen dates for publication dates or infer a canton from a city name for this report.
This is our baseline for a proposed monthly series. Future editions need a declared, comparable source panel, successful refresh evidence and separate reporting of added sources before they can discuss change. Read the research methodology for the definitions and reproducibility steps. Older editions will remain dated rather than silently updating with the live index.