How to Apply to Eoptolink Technology

Key Takeaways

Eoptolink is the world's number two optical transceiver maker after Innolight and one of the central nodes in the global AI infrastructure supply chain, with hyperscale and Nvidia-ecosystem revenue now driving the majority of growth.
Applications flow through a custom in-house Chinese-language careers portal at www.eoptolink.com; there is no Greenhouse, Workday, or other Western ATS, and resume screening is manual rather than automated.
Submit a Simplified Chinese resume with a passport-style photo for any Chengdu-based engineering or manufacturing role; English-only resumes are accepted only for international, sales, or customer-engineering positions.
The day-to-day working language is Mandarin Chinese at the Chengdu Tianfu Software Park headquarters, with English used by a smaller cohort facing Nvidia, Meta, Google, and Microsoft customers.
Expect a 996-adjacent work rhythm during ramp and qualification cycles, with weekend coverage and evening calls to overseas customers a routine part of the job.
Compensation is RMB base salary plus a 2-4 month year-end bonus for engineers, with RSUs offered to managers and key technical contributors; HR will ask for full current-package disclosure during the first screen.
The single highest-signal item on a 2026 Eoptolink resume is concrete experience shipping or qualifying product into a hyperscale or Nvidia-ecosystem program.

About Eoptolink Technology

Eoptolink Technology Inc. (成都易飞扬科技) is a Chengdu, Sichuan-headquartered designer and manufacturer of high-speed optical transceivers, sitting today as the world's number two supplier of data center optical modules behind cross-province rival Innolight Technology (中宁股份). Founded in 2001 by chairman and chief engineer Zou Hua (邹華), Eoptolink listed on the Shenzhen Stock Exchange under ticker 300502 in 2016 and has grown from a niche telecom optics vendor into one of the central nodes in the global AI infrastructure supply chain. Headcount sits at roughly 3,500 across the Tianfu Software Park headquarters in Chengdu's Hi-Tech Zone, two production campuses in Sichuan, and a smaller R&D and customer-support footprint in Shenzhen, the United States, Taiwan, and Southeast Asia. The company's product line spans 100G, 200G, 400G, 800G, and emerging 1.6T pluggable optical modules (QSFP28, QSFP-DD, QSFP-DD800, OSFP, and OSFP-XD form factors), plus active optical cables, coherent transceivers for metro and DCI use cases, and a growing portfolio of co-packaged and linear-drive (LPO) optics aimed at the next generation of GPU clusters. Revenue mix has shifted dramatically since 2023: where telecom carriers once dominated the order book, hyperscale data center customers now drive the majority of revenue, and the 400G and 800G products built for Nvidia GPU back-end networks and Meta, Google, and Microsoft front-end fabrics are the engines of the company's growth. Eoptolink is one of the qualified second-source vendors inside Nvidia's reference designs for InfiniBand and Spectrum-X 800G fabrics, a relationship that the investment community has treated as the single most important catalyst for the stock since 2024. The competitive set is small and intense. Innolight remains the volume leader and the default first source at most hyperscalers; Coherent (formerly II-VI / Finisar) and Lumentum hold the U.S. share and dominate certain coherent and laser-source segments; Hisense Broadband, Accelink, HG Genuine, and Source Photonics fight for the remaining Chinese share. Eoptolink's strategic answer has been aggressive 800G capacity build-out, vertical integration into laser chips and optical sub-assembly, and a willingness to qualify into reference designs early and at price points that pressure incumbents. That posture has produced rapid revenue growth and equally rapid hiring, but it also means the company operates with the urgency of a supplier that knows its window is finite. For candidates, Eoptolink is best understood as a Chinese A-share manufacturer with a global customer list. The day-to-day operating language at Chengdu headquarters is Mandarin Chinese, the internal documentation, ERP, and HR systems are Chinese-first, and meetings with international customers are conducted in English by a smaller cohort of customer-facing engineers, program managers, and sales staff. Compensation is structured around the Chinese A-share norm of base salary plus year-end bonus (typically 2-4 months for engineering staff, more for senior leaders) plus restricted stock units for managers and key technical contributors. The work culture at the engineering and production sites is best described as 996-adjacent during ramp cycles — long hours, weekend coverage during qualification windows, and an expectation that engineers respond to customer escalations on short notice. The Nvidia and hyperscale ramp through 2024 and 2025 has intensified that posture rather than relaxed it.

Application Process

1
Browse open roles through the official Chinese-language careers portal at www
Browse open roles through the official Chinese-language careers portal at www.eoptolink.com under the 人才招聘 (Recruitment) section, which is the canonical source of truth for all internal requisitions. Eoptolink does not use Greenhouse, Workday, Lever, or any of the standard Western applicant tracking systems; the site is a custom in-house portal hosted alongside the corporate website, and all postings are written in Simplified Chinese. International candidates targeting customer-facing or overseas roles will also see selected listings reposted on LinkedIn, 51job, Liepin, and Boss Zhipin, but Chengdu engineering and manufacturing roles flow primarily through the company portal and Boss Zhipin.
2
Create an account on the careers portal using a Chinese mobile number (required
Create an account on the careers portal using a Chinese mobile number (required for SMS verification) or, if you do not have one, apply through Boss Zhipin or LinkedIn where a non-Chinese contact number is accepted. The portal expects a Chinese-format resume (简历) with a passport-style photo in the upper-right corner, full education history starting from senior high school, and explicit fields for hukou (户口) location, marital status, and political affiliation. Western candidates can leave optional fields blank without prejudice but should expect HR to ask for a photo if one is not provided.
3
Submit a tailored resume in Simplified Chinese for any Chengdu-based role; an En
Submit a tailored resume in Simplified Chinese for any Chengdu-based role; an English-only resume will be accepted for international, sales, or customer-engineering roles but will materially slow internal routing for domestic positions. The Eoptolink HR team reviews Chinese resumes against the posting's keyword list manually — there is no automated parsing layer of the kind Greenhouse or Workday provides — so formatting, photo, and section ordering matter more than they would in a Western context.
4
Expect an initial response window of one to three weeks for engineering and manu
Expect an initial response window of one to three weeks for engineering and manufacturing roles. Recruiters typically reach out by phone (a Chinese mobile call from a Chengdu 028 area code) or via WeChat once you have shared your WeChat ID. Email responses are less common and slower; candidates without a Chinese mobile or WeChat presence should expect the process to take longer and should explicitly request email or LinkedIn-based scheduling. The first conversation is a 20 to 30 minute HR screen conducted in Mandarin (or English for international postings) covering motivation, current compensation, expected compensation in RMB, willingness to relocate to Chengdu, and availability to start. HR will ask you to disclose your current package in detail.
5
Successful candidates progress to one or two technical interviews with the hirin
Successful candidates progress to one or two technical interviews with the hiring manager and a senior engineer or technical lead, conducted in Mandarin for Chengdu roles and in English for customer-facing or overseas-based roles. Technical depth is probed seriously: optical engineers should expect questions on laser physics, coupling losses, DSP architecture, modulation formats (NRZ vs PAM4), thermal design, and qualification testing; hardware and FPGA engineers should expect signal-integrity, high-speed PCB design, and lab-debug questions; manufacturing and test engineers should expect line yield, SPC, and FA workflow questions. For senior, R&D, or director-level roles, a second-round technical panel with three to five interviewers from adjacent functions (product, customer engineering, quality, supply chain) is common.
6
An on-site visit to the Chengdu Tianfu Software Park headquarters is the standar
An on-site visit to the Chengdu Tianfu Software Park headquarters is the standard final stage for engineering and manufacturing hires; for international or remote candidates, a video equivalent is offered, but the company strongly prefers to host candidates in Chengdu before extending an offer for any role above a junior individual contributor level. Travel is reimbursed for shortlisted out-of-town candidates within China and, on a case-by-case basis, for international candidates targeting senior or strategic roles. Senior leaders may also be invited to a meeting with the chairman or a vice president, particularly for roles tied to a strategic customer or new product line.
7
Background and reference checks are typically informal and conducted by HR throu
Background and reference checks are typically informal and conducted by HR through their professional network rather than a third-party vendor; for senior roles, expect HR to ask for two to three references and to call them directly. For roles with access to customer-confidential information (Nvidia, hyperscaler reference designs), an additional confidentiality agreement and conflict-of-interest disclosure is required before the offer is finalized.
8
Offers are extended verbally by HR, followed by a written offer in Chinese (with
Offers are extended verbally by HR, followed by a written offer in Chinese (with an English translation available on request) within three to seven business days. Compensation is denominated in RMB and structured as twelve months of base salary, a target year-end bonus expressed in months of base, optional restricted stock units for managers and key technical staff, statutory five-insurance-and-one-fund (五险一金) contributions, supplementary commercial medical insurance, and a relocation and housing allowance for candidates moving to Chengdu from outside Sichuan.

Resume Tips for Eoptolink Technology

recommended

Submit a Simplified Chinese resume for any Chengdu-based engineering, manufactur

Submit a Simplified Chinese resume for any Chengdu-based engineering, manufacturing, quality, or operations role. The Eoptolink HR team reads and screens in Chinese, and an English-only resume for a domestic position will be deprioritized or routed back for translation. International, sales, and overseas customer-engineering roles can be submitted in English, ideally with a Chinese summary on the first page. Include a small passport-style photo in the upper right per Chinese convention, your Chinese name in characters, your English name (if you use one with international customers), Chengdu-area mobile and WeChat contact details, and a clear declaration of current location and willingness to relocate.

recommended

Lead with the specific optical, electrical, and packaging technologies you have

Lead with the specific optical, electrical, and packaging technologies you have hands-on experience with. Name modulation formats (NRZ, PAM4, coherent), data rates per lane (25G, 50G, 100G, 200G), form factors (QSFP28, QSFP-DD, OSFP, OSFP-XD), DSP vendors (Marvell, Broadcom, MaxLinear), laser types (DML, EML, VCSEL, silicon photonics), and qualification standards (Telcordia GR-468, IEEE 802.3) explicitly. Generic phrasing like ‘optical communications experience’ will be discounted by working-engineer reviewers.

recommended

For hardware, FPGA, and signal-integrity engineers, list your tools and stack pr

For hardware, FPGA, and signal-integrity engineers, list your tools and stack precisely: Cadence Allegro or Mentor Xpedition for PCB, HFSS or ADS for SI/PI simulation, Verilog/SystemVerilog and the FPGA family (Xilinx UltraScale, Intel Agilex), and bench instruments (Keysight DCA, BERT, optical sampling oscilloscopes). Eoptolink's reviewers are working engineers and will read tool fluency as a proxy for real lab time.

recommended

For manufacturing, test, and process engineers, quantify yield, throughput, and

For manufacturing, test, and process engineers, quantify yield, throughput, and defect-reduction outcomes in the way the production floor measures them. ‘Improved 400G QSFP-DD module first-pass yield from 78% to 91% over six months by stabilizing TOSA coupling process’ is far more useful than ‘led yield improvement initiatives.’ Eoptolink runs high-volume lines and screens hard for candidates who have actually owned a number on a wall.

recommended

Include explicit project context for any work tied to hyperscale or Nvidia ecosy

Include explicit project context for any work tied to hyperscale or Nvidia ecosystem programs. If you have shipped product into AI back-end fabrics, qualified at a hyperscaler, or supported a reference-design qualification at an ASIC or GPU vendor, state the customer (or anonymize as ‘a leading GPU vendor’ or ‘a top-three hyperscaler’ if NDAs apply) and your specific role. This is the single highest-signal item on a 2026 Eoptolink resume.

recommended

List your education with institution, degree, major, and graduation year, starti

List your education with institution, degree, major, and graduation year, starting from undergraduate (and senior high school for entry-level roles, per Chinese resume convention). Graduates of UESTC (电子科技大学), Sichuan University, Huazhong University of Science and Technology, Zhejiang University, Tsinghua, Peking, USTC, and the major optics programs (Beijing University of Posts and Telecommunications, Wuhan University, Harbin Institute of Technology) carry particular weight given Eoptolink's local hiring pipeline.

recommended

Quantify your scale and scope

Quantify your scale and scope. ‘Led a team of 8 hardware engineers across two product lines shipping 120,000 modules per month’ is more useful than ‘managed engineering team.’ Production-floor headcount, monthly module volumes, BOM cost reductions in RMB, and customer-facing milestone deliveries are the right unit of measurement for this company.

recommended

Keep the resume to two pages for individual contributor roles and a maximum of t

Keep the resume to two pages for individual contributor roles and a maximum of three pages for senior or director-level roles. Submit as PDF or Word (.docx) — both are accepted by the in-house portal, and HR specialists sometimes prefer Word so they can copy fields directly into internal trackers. Avoid heavily designed Western templates with multi-column layouts and embedded graphics; a clean single-column layout with a photo in the upper right is the local convention.

ATS System: Custom Eoptolink careers portal (in-house)

Eoptolink does not use Greenhouse, Workday, Lever, Ashby, SmartRecruiters, or any other commercial Western ATS. The careers portal is a custom in-house web application hosted under the corporate domain at www.eoptolink.com in the 人才招聘 (Recruitment) section, with separate company-side dashboards for HR review. The portal is Simplified Chinese only, requires SMS verification via a Chinese mobile number for account creation, and stores resumes as uploaded files (PDF or Word) rather than parsing them into a structured database. There is no automated keyword-matching layer of the kind a Greenhouse-hosted role would have. As a result, recruiter screening is manual: an HR specialist opens each resume, reads it against the posting, and forwards qualifying candidates to the hiring manager. Selected international roles are also republished on LinkedIn, Boss Zhipin, Liepin, and 51job, where the actual application is still routed back to the Eoptolink HR inbox or WeChat for follow-up.

Apply through the official portal at www.eoptolink.com whenever possible for Chengdu-based roles; this is the channel HR checks first and where internal routing is fastest. Boss Zhipin and Liepin are acceptable second channels and are often used by recruiters for active sourcing, but applications submitted there should be followed up with a direct portal submission once you have engaged with a recruiter.
Prepare a Simplified Chinese resume in PDF format with a small passport-style photo in the upper right, your Chinese name in characters, and explicit current-location and relocation fields near the top. Word format (.docx) is also accepted and is sometimes preferred by HR specialists who want to copy fields into internal trackers.
Add a Chinese mobile number and WeChat ID to the contact section. The vast majority of recruiter outreach happens on WeChat or by direct mobile call from a Chengdu 028 area code; candidates who provide only an email address or an international phone number will experience materially slower response times.
Match the keywords in the Chinese-language posting carefully. Because there is no automated parser, keyword matching is done by the human reviewer reading your resume — use the same Chinese technical terms the posting uses (e.g. 光模块, 高速信号, DSP, 光芒送接器, 虐试) so that the reviewer does not have to translate between your wording and theirs.
Submit only one application per role. The portal does not deduplicate as cleanly as a commercial ATS, and multiple submissions can land on different HR specialists' desks, creating confusion. If you need to update a resume after submission, follow up with the recruiter on WeChat or by email and ask them to replace the file in your candidate record.

Interview Culture

Eoptolink's interview culture is recognizably Chinese A-share manufacturing engineering: technically rigorous, hierarchical, direct about compensation, and oriented around demonstrated production-floor or lab competence rather than abstract problem-solving. The company hires from a deep Sichuan and broader Chinese engineering ecosystem — UESTC, Sichuan University, the Wuhan and Beijing optics programs, and the Huazhong/Zhejiang/Tsinghua hardware tracks — and many interviewers come from those same programs. The tone is professional and respectful but not casual; expect interviewers to address you by surname plus title (Engineer Wang, Director Li) until invited to do otherwise. Technical interviews probe depth in the specific area the role covers. Optical and laser engineers should expect questions on laser physics, coupling efficiency, modulator drive, DSP equalization, FEC, and qualification testing flows; signal-integrity and hardware engineers should expect to walk through high-speed channel design, eye diagram interpretation, and lab debug stories from real boards they have shipped; manufacturing and process engineers should expect detailed questions on yield, SPC, FA workflows, and how they have actually moved a number. Whiteboard derivations are common for senior R&D roles, and interviewers will push on assumptions and ask you to justify trade-offs. Defensiveness reads poorly; intellectual honesty about limitations and willingness to say ‘I don't know, here is how I would find out’ reads well. For customer-facing, sales, and overseas roles, the interview shifts to bilingual Mandarin-and-English fluency, account ownership history, and the ability to navigate cultural and time-zone differences with hyperscale and U.S. networking customers. Expect at least one interview conducted entirely in English, and expect the panel to evaluate your written English communication via follow-up email exchanges. The bar for English fluency at the customer-facing layer is high because these engineers are the company's interface to Nvidia, Meta, Google, and Microsoft program managers. Compensation conversations are direct and grounded in published Chengdu and Shenzhen tech-sector ranges. HR will ask you to disclose your current package in full and will counter with a structured offer in RMB. Eoptolink generally pays competitively for the Chengdu market — above the local average for comparable engineering roles, though typically below first-tier-city Shenzhen and Shanghai package levels for equivalent seniority — and will use restricted stock units to close the gap for senior or strategic hires. Negotiation is expected; the first verbal number is rarely the final number. Feedback loops between rounds are reasonably fast, with most candidates hearing back within five to ten business days after each stage. The overall process from first contact to offer typically runs four to eight weeks for engineering roles and slightly longer for senior leadership.

What Eoptolink Technology Looks For

Deep optical, electrical, or manufacturing craft. Eoptolink consistently hires for genuine depth in a defined area — laser and optical sub-assembly, high-speed electrical design, DSP architecture, packaging, qualification testing, line yield engineering — over generalist breadth. Candidates who can demonstrate real shipped product and explain the engineering decisions behind it advance the fastest.
Production and qualification experience at scale. The company runs high-volume lines and qualifies into reference designs at the world's most demanding customers. Candidates who have personally owned a yield number, a qualification milestone, or a customer escalation — not just observed one — are the strongest signal in the resume pile.
Mandarin language fluency for Chengdu-based roles, and bilingual fluency for customer-facing roles. The day-to-day working language at the Tianfu Software Park headquarters is Mandarin Chinese; non-Mandarin speakers will struggle in any role that is not explicitly designed for the international or customer-engineering layer. For roles facing Nvidia, Meta, Google, and Microsoft, professional written and spoken English is non-negotiable.
Willingness to base in Chengdu and to operate at Chinese-manufacturing-sector hours. Candidates should expect that engineering and ramp cycles run on a 996-adjacent rhythm during qualification windows, with weekend coverage and evening calls to U.S. and European customers as a routine part of the job. Strong candidates either have direct prior experience with this cadence or are explicitly choosing it.
Track record of hyperscale or Nvidia-ecosystem qualification, for relevant roles. The strategic center of gravity through 2026 is the AI back-end fabric and the 800G/1.6T product roadmap. Candidates who have shipped, qualified, or supported product at a top-three hyperscaler or inside Nvidia's reference designs are valued at a premium across product, engineering, and customer-engineering functions.
Quantitative and statistical fluency for manufacturing, test, and quality roles. The company runs SPC, FA, and DOE workflows on the production floor, and candidates are expected to be fluent in the underlying statistics and the tooling (JMP, Minitab, internal MES dashboards). ‘I look at the data’ is not a sufficient answer to a methodology question.
Comfort operating inside a Chinese A-share corporate structure. Decision-making at Eoptolink is hierarchical and chairman-influenced; senior hires are expected to operate effectively in that environment, which means clear written status reporting, deference to formal review chains, and the ability to push back on technical decisions through the right channels rather than around them.
Long-term motivation aligned with the company's competitive position. Candidates who frame their interest around the AI infrastructure ramp, the 800G/1.6T roadmap, the vertical integration into laser chips and silicon photonics, or the Nvidia and hyperscale customer base tend to land well. Candidates who frame their interest primarily around stock price or short-term bonus tend to underperform in interviews.

Frequently Asked Questions

Does Eoptolink hire international candidates who do not speak Mandarin?

Yes, but only into specific role layers. International, sales, customer-engineering, and overseas-office roles are designed to operate in English and regularly hire non-Mandarin speakers based in the United States, Taiwan, and Southeast Asia. Chengdu-based engineering, manufacturing, quality, and operations roles, however, are Mandarin-primary in their day-to-day workflow, and a candidate without working Mandarin will struggle in those positions regardless of technical background. If you are targeting an overseas or customer-facing role, apply through LinkedIn or the international portal listings; if you are targeting a Chengdu role and do not speak Mandarin, expect this to be a substantial obstacle that the company will weigh heavily.

What ATS does Eoptolink use, and how do I apply?

Eoptolink uses a custom in-house careers portal at www.eoptolink.com under the 人才招聘 (Recruitment) section, not a commercial ATS such as Greenhouse, Workday, Lever, or Ashby. Account creation requires SMS verification via a Chinese mobile number; international candidates without one can apply through LinkedIn, Boss Zhipin, Liepin, or 51job, all of which are checked by Eoptolink HR. There is no automated resume parser, so screening is done manually by HR specialists — the formatting, photo placement, and Chinese-language keyword matching of your resume have direct impact on whether you advance to the recruiter call.

What is the typical compensation structure at Eoptolink?

Compensation is denominated in RMB and structured as twelve months of base salary plus a target year-end bonus typically expressed as 2-4 months of base for engineering individual contributors, more for senior managers and directors. Restricted stock units are offered to managers, technical leads, and key contributors and vest over several years per the company's published equity plan. Statutory five-insurance-and-one-fund (五险一金) contributions, supplementary commercial medical insurance, and a relocation and housing allowance for candidates moving to Chengdu from outside Sichuan are standard. Eoptolink generally pays above the Chengdu local average for comparable engineering roles but below Shenzhen and Shanghai package levels for equivalent seniority, with RSUs used to close the gap for senior or strategic hires.

Is Eoptolink a 996 culture?

It is best described as 996-adjacent during ramp and qualification cycles. Engineers and production staff at the Chengdu campus are expected to work long hours, cover weekends during customer qualification windows, and respond to overseas customer escalations on evenings and weekends. The Nvidia and hyperscale ramp through 2024 and 2025 has intensified rather than relaxed this posture, and the company is candid about it. Outside of active ramp windows the cadence eases somewhat, but candidates should expect the overall workload to be substantially heavier than at a Western technology company of similar revenue.

What is Eoptolink's relationship to Nvidia, and why does it matter for hiring?

Eoptolink is one of the qualified second-source vendors inside Nvidia's reference designs for InfiniBand and Spectrum-X 800G AI fabrics, and the investment community has treated this relationship as the single most important catalyst for the company's stock since 2024. For hiring, the relevance is that the strategic center of gravity through 2026 is the AI back-end fabric and the 800G/1.6T product roadmap. Open headcount is concentrated in the engineering, customer-engineering, qualification, and manufacturing roles that support this ramp, and candidates who have shipped or qualified product at Nvidia, a top-three hyperscaler, or inside a major GPU vendor's reference design carry significant weight in the resume pile.

How does Eoptolink compare to Innolight as an employer?

Innolight is the volume leader and the default first source at most hyperscalers; Eoptolink is the established number two and is positioning itself as the aggressive challenger with faster qualification cycles, deeper vertical integration, and more competitive pricing. From a hiring perspective, both companies recruit from the same Chinese optics and photonics talent pool, and engineers move between them and other domestic players (Accelink, HG Genuine, Hisense Broadband) regularly. Eoptolink offers slightly more upward mobility into senior technical and managerial roles given its smaller headcount relative to Innolight, but Innolight typically pays a small premium at the senior individual-contributor level. Both companies operate at a 996-adjacent rhythm during ramp cycles.

Does Eoptolink sponsor work visas for international candidates relocating to Chengdu?

For senior or strategic hires from outside China, yes — the company will sponsor a Chinese work permit (Z-visa) and provide relocation support, though the process typically takes two to four months and requires the candidate to provide notarized degree certificates, criminal background checks, and a medical examination. For mid-level or junior international candidates without a clear specialized skill, sponsorship is rare; the company has a deep domestic talent pool to draw from and will generally hire locally first. International candidates targeting Chengdu roles should expect to make a clear case for what unique capability they bring that justifies sponsorship.

What educational backgrounds does Eoptolink prefer?

The company recruits heavily from the Sichuan engineering ecosystem — UESTC (电子科技大学), Sichuan University, and the wider 985/211 engineering programs — and from the major Chinese optics and photonics tracks at Beijing University of Posts and Telecommunications, Wuhan University, Huazhong University of Science and Technology, Tsinghua, Peking, USTC, Zhejiang, and Harbin Institute of Technology. International candidates with degrees from top global programs in optics, photonics, electrical engineering, or applied physics are also considered, particularly for senior R&D and customer-engineering roles. A Master's degree is the de facto minimum for most R&D positions, and a PhD is preferred for principal-level technical roles.

How long does the interview process take?

From first recruiter contact to offer typically runs four to eight weeks for engineering roles and slightly longer for senior leadership. The standard sequence is HR screen (week 1), one or two technical interviews with the hiring manager and a senior engineer (weeks 2-3), an on-site visit to the Chengdu campus or a video equivalent for international candidates (weeks 3-5), informal reference checks (week 5-6), and a written offer in RMB within three to seven business days of the verbal offer. Senior or director-level hires sometimes include an additional meeting with a vice president or the chairman, which can extend the timeline by one to two weeks.

What should I avoid doing during the Eoptolink interview process?

Avoid framing your interest primarily around stock price, short-term bonus, or generic ‘AI infrastructure’ language without specifics about the optical-module roadmap. Avoid being vague about your current compensation — HR will ask for a full breakdown and will lose patience with candidates who refuse to disclose. Avoid treating Chengdu as a negotiable preference if you are interviewing for a Chengdu-based role; the company prefers candidates who are clearly committed to the location. Avoid bringing up Innolight comparisons unprompted in a way that reads as a negotiating tactic; if asked, be direct and respectful about why you would choose Eoptolink. And avoid weak technical answers: this is a working-engineer culture, and interviewers will not let imprecise claims about lab work or production experience pass without follow-up.

Open Positions

Eoptolink Technology currently has 99 open positions.

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Sources

Eoptolink Technology Inc. official corporate website — Eoptolink Technology Inc.
Eoptolink Technology Inc. (300502.SZ) company filings and annual report — Shenzhen Stock Exchange
Optical transceiver market share and AI data center demand outlook — LightCounting Market Research
Eoptolink and Innolight as Nvidia 800G optical-module suppliers — Nvidia Networking
Chengdu Tianfu Software Park hi-tech employer profiles — Chengdu Hi-Tech Industrial Development Zone
China A-share semiconductor and optics sector compensation benchmarks — Liepin Talent Research
Optical transceiver competitive landscape: Innolight, Eoptolink, Coherent, Lumentum — Dell'Oro Group