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Search Salaries > Commercial Engineer > Brazil
Job Description

How much does a Commercial Engineer in Brazil make?

The base salary for a Commercial Engineer in Brazil is 119,600
Also known as: Industrial engineer, Corporate engineer.

119,600

Median Base Salary (Percentile 50)
9691 observations
(Updated: 31 Mar 2025)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Commercial Engineer earns a median base salary of 119,600 in Brazil, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Commercial Engineer in Brazil usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

78%

Female

22%

Benefits

There are statutory benefits associated with a Commercial Engineer in Brazil according to ...

Most Common Benefits

Competitive advantages associated with a Commercial Engineer in Brazil
Companies in Brazil that invest in professional development opportunities such as workshops, seminars, and online courses stand out in the competitive job market. This benefit not only enhances employees’ skills and career growth but also improves job satisfaction and loyalty, as employees feel valued and supported in their career paths.
Offering bonuses is a significant competitive advantage for Brazilian companies. By providing performance-based bonuses, companies can incentivize employees to achieve their goals and contribute to the company’s success. This financial reward not only boosts employee motivation and productivity but also enhances job satisfaction and loyalty, making it a valuable tool for retaining top talent.
Providing free parking is a practical competitive advantage for companies in Brazil, particularly in urban areas where parking can be costly and scarce. This benefit eases the daily commute for employees, saving them time and money. It also demonstrates the company’s commitment to employee convenience and well-being, contributing to higher job satisfaction and retention.
Offering comprehensive health insurance in Brazil is a key competitive advantage, providing employees with access to essential healthcare services. Partnering with top providers ensures high-quality care, boosting employee satisfaction and retention, crucial due to the limitations of the public healthcare system.

Side Benefits to attract & retain talent

Additional perks for a Commercial Engineer in Brazil
Diversity
Mobile Phone
Work-Life Balance
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Brazil
Employer contributions to social security, work accident insurance, severance indemnity fund, and other employment costs.
Options for payroll cycle: monthly and bi-weekly payments.
Standard working hours are 44 hours per week, 8 hours per day, with overtime regulations.
Payments to authorities for income tax, social security, and guarantee fund.
Employee contributions to social security and income tax based on income brackets.
The national minimum wage in Brazil.
Mandatory 13th-month salary payment at the end of the year, often referred to as the Christmas bonus.
Regulations for remote work, including timekeeping and prioritization for certain employees.
Paid sick leave requiring a medical certificate, with the first 15 days paid by the employer.
30 calendar days of paid holiday per year, following the completion of one year of service.
Brazil observes several national and local holidays, totaling approximately 12 days a year.
120 days of maternity leave, with possible extension to 180 days under certain conditions.
5 days of paid paternity leave, extendable to 20 days under specific programs.
Standard termination process with notice periods and severance pay regulations.