In the past two years, enterprises across the AI industry chain have either finished or are undergoing successive rounds of capacity expansion, driving the sector into a state of full order books and tight production capacity. The optical communications industry is currently in a period of robust prosperity.
At the same time, a noticeable trend is unfolding: many outsiders, captivated by the promise of this booming sector, are eager to step into the optical communications field.
This inevitably reminds me of the industry downturn between 2021 and 2022. Back then, 5G infrastructure construction entered its post-cycle phase, and market demand for optical communications slowed down. Many seasoned practitioners in the industry were lured away by the high salaries and strong growth momentum of the semiconductor sector amid the global chip shortage, as well as the photovoltaic industry riding the dividends of the dual carbon goals. A complete reversal of talent flow has taken place in just a few years—from industry insiders leaving for other fields to outsiders pouring in. This shift is the most intuitive reflection of the industry’s changing prosperity.
As companies rush to expand production on a large scale, talent demand has naturally surged. Logically, when an industry faces a labor shortage, cross-industry newcomers should have plenty of opportunities to join. Yet the reality is far more brutal than expected.
Recently, our editorial team has been approached frequently by sales professionals hoping to transition into the optical communications industry. Notably, most of them are top performers in their original fields. Recognizing the promising outlook of the optical communications industry, they take the initiative to seek a career shift. Based on the matching of both parties’ needs, our editorial team has earnestly and diligently recommended these candidates to business owners and HR teams of multiple companies. However, nearly all these cross-industry sales applicants with impressive resumes have been politely turned down, without even getting a single interview opportunity.
The owner of a high-precision optical device manufacturing equipment company once spoke candidly with our editorial team about this topic. At the beginning of the conversation, he first confirmed whether the recommended candidates were relatives of our editor. Only after receiving a negative answer did he openly share his hiring logic.
He stated that most core equipment in the current optical communications industry is non-standardized. Training a cross-industry salesperson takes at least one year, and during this period with no substantial sales performance, the company naturally cannot offer a high salary. Yet most high-performing cross-industry candidates have high expectations, having grown accustomed to generous compensation and the sense of achievement from past work. It is difficult for them to accept a long transition period with low pay and no tangible results, and they are highly likely to quit before becoming independently productive. In contrast, we prefer to recruit fresh graduates. They have reasonable salary expectations, strong learning capabilities, and are easier to train into specialized talents that meet the industry’s needs. Although their growth cycle is similarly long, they offer higher stability and better adaptability.
Sales roles are generally considered to have relatively low entry barriers in the industry, yet even breaking into this position is no easy feat for outsiders, let alone core roles such as engineering, R&D and technical support. A quick look at any job description shows that almost all require a minimum number of years of relevant industry experience.
It is widely recognized that the optical communications industry has high technical barriers. Even professionals with experience in other sectors find it hard to quickly adapt to job requirements. The industry’s low acceptance of cross-industry applicants is therefore quite evident.
Behind the industry’s "rejection" of cross-industry newcomers lie deeper practical considerations. During a conversation with the owner of a micro-connecting components manufacturer, his views were highly representative. He admitted that the current boom in the optical communications industry is likely to last until the end of 2027, and the market trend beyond that cannot be accurately predicted.
"Business is thriving right now, and clients are pushing hard for urgent deliveries. Our most urgent demand is for experienced professionals who can take up their posts immediately and deliver results quickly—preferably senior practitioners with their own industry client resources. We simply have no extra time and energy to train cross-industry new hires," he said.
Does that mean it is completely impossible to enter the optical communications industry during its peak? Not entirely. Based on our editorial team’s observations and real cases, we offer two personal suggestions for those looking to join during the boom:
First, referrals from acquaintances are far more effective than headhunter recommendations or blind job applications. The optical communications industry is a relatively closed circle, where core resources and job openings mostly circulate within the industry. Business owners are more willing to trust candidates endorsed by acquaintances, as such referrals can mitigate the risks of low adaptability and poor stability to a certain extent. Candidates can also quickly learn about unspoken industry rules and core job requirements. In contrast, when headhunters recommend candidates under the banner of "professional matching", companies tend to set higher expectations, which may lead to direct rejection.
Second, lowering expectations and keeping a calm mindset are prerequisites for a successful cross-industry transition. The core of this mindset is reflected in a rational attitude during salary negotiations. You should understand that being granted an interview as an outsider is essentially a valuable "entry ticket" to the industry and a precious opportunity for learning and growth. At this point, you have no bargaining power for salary.
When asked about your salary expectations, the wisest response is to follow the company’s existing salary structure, rather than blindly benchmarking against the high salaries of your previous industry. Of course, keeping a calm mind does not mean making bottomless compromises. If the salary offered by a company is significantly below the industry’s entry-level standard, or even unreasonably low, you do not have to accept it reluctantly.