Talent Shortage in the Mass Spectrometry Imaging Industry Chain Becomes Apparent — Universities, Enterprises and Investors Join Forces to Break the Deadlock

The industrialisation of high-end analytical instruments manufactured in China is facing a bottleneck that is not often discussed publicly but has far-reaching implications: talent.

As a complex system integrating ion optics, precision mechanics, vacuum technology, electronics and software algorithms, mass spectrometry imaging requires R&D and engineering talent spanning multiple interdisciplinary fields. However, the number of engineers in China capable of independently designing mass spectrometry imaging sources, optimising mass analysers and integrating complete systems falls far short of the demands of industrial expansion. Several domestic mass spectrometry instrument manufacturers have reported during their recruitment drives over the past two years that the gap between the number of CVs received for core positions and the actual demand for these roles has continued to widen; suitable candidates in specialised fields such as imaging ion sources are particularly scarce.

Structural Causes of the Talent Shortage

The talent shortage in the field of mass spectrometry imaging is not simply a matter of “insufficient numbers”, but rather a structural mismatch between supply and demand.

From the supply side, research groups with mass spectrometry instrument R&D capabilities are relatively concentrated within domestic universities. Analytical instrument development teams at institutions such as Tsinghua University, the University of Science and Technology of China, Fudan University and Donghua University of Science and Technology are the primary sources of mass spectrometry talent in China. However, among the master’s and doctoral graduates each year, fewer than 100 possess the full-chain capabilities required to take a project from conceptual design through to engineering implementation; moreover, a significant proportion of these choose to pursue further studies abroad or join R&D centres at multinational corporations.

From the demand side, the number of domestic mass spectrometry instrument manufacturers has grown rapidly in recent years. In the field of mass spectrometry imaging alone, companies such as New Ceyuan, Huapu Keji and Panyi Instruments are all engaged in the research and development of imaging sources or complete instruments. Each company requires technical talent at different levels at every stage—from proof of concept to commercialisation, and from engineering prototypes to mass production and delivery—which, when combined, has created a rapidly expanding demand for talent.

The disparity in growth rates between supply and demand has led to a continuous dilution of talent density. One company executive admitted that the recruitment cycle for core technical roles generally ranges from 6 to 12 months, and for high-level positions can even exceed a year—talent recruitment itself has become a bottleneck constraining the pace of product R&D.

Corporate Response Strategies

Faced with short-term, rigid constraints on talent supply, domestic mass spectrometry instrument manufacturers are adopting various strategies to alleviate the pressure.

Deep integration between industry, academia and research is the most common approach. New Source Instruments has established a close collaborative mechanism with Professor Pan Yang’s research group at the University of Science and Technology of China to facilitate the transformation of academic achievements into commercial products. The core technology of the MSI LDPI laser/photochemical ionisation mass spectrometry imaging source stems from the t-AP-LDI/PI method, which was featured in a cover article by Professor Pan Yang’s group in *Analytical Chemistry* in 2024; it took only about a year from the publication of the paper to the product’s market launch. The value of this collaborative model lies in the fact that the fundamental research achievements of university research groups directly provide the technological foundation for corporate products, whilst the companies, in turn, offer engineering practice platforms to the students in these groups, thereby creating an early channel for talent flow between academia and industry.

Recruiting talent from across industries is another approach. The skills required for mass spectrometry imaging—such as vacuum technology, precision mechanics and electronic control—are also relevant to roles in sectors including semiconductor equipment, vacuum coating and medical imaging. Some companies have begun recruiting engineers with engineering experience from these related industries, who are then deployed to R&D after undergoing short-term training in mass spectrometry. Although this “cross-sector talent recruitment” model requires a certain training period, it enables the rapid expansion of the engineering team.

The development of internal training systems is also accelerating. Some companies have established internal training systems based on a “mentorship plus project-based” approach, whereby senior engineers guide newcomers as they develop their skills through actual product development projects. During the iterative development of the MSI DPI imaging source, New Ceyuan utilised the “ ‘senior-mentoring-junior’ model, New Ceyuan has cultivated a cohort of engineers well-versed in post-photoionisation technology and DESI spray engineering optimisation, enabling the team to maintain the pace of product iteration despite limited manpower.

Proactive adjustments to university education

Universities are also responding to changes in the industry’s talent requirements.

Some universities’ analytical chemistry and instrument science programmes have begun to adjust their postgraduate curricula, adding engineering-related courses such as mass spectrometer design, ion optics simulation and vacuum technology to address the shortcoming of traditional analytical chemistry education, which tends to emphasise methodological application whilst neglecting instrument principles. Institutions such as the University of Science and Technology of China and Donghua University of Technology have also launched specialised seminar courses on mass spectrometry, inviting industry engineers to contribute to teaching, thereby enabling students to engage with real-world industrial challenges whilst still at university.

At undergraduate level, study programmes in disciplines such as ‘Precision Instruments’ and ‘Optoelectronic Engineering’ are also incorporating elective courses focused on analytical instrumentation. The aim is to establish students’ basic understanding of mass spectrometry instruments at the undergraduate stage, thereby laying the groundwork for in-depth research at postgraduate level.

The catalytic role of capital

Resolving talent-related challenges is inseparable from financial support, with capital playing an indispensable catalytic role in this regard.

In recent years, several domestic mass spectrometry instrument manufacturers have secured investment from venture capital and industrial funds. The involvement of capital provides enterprises with two key levers: firstly, competitive remuneration—capital-backed enterprises can offer more attractive remuneration packages, drawing high-calibre talent back from foreign companies and overseas; secondly, the sustainability of R&D investment—mass spectrometry imaging systems typically require a cycle of 3–5 years, or even longer, from proof of concept to product maturity; sustained financial investment is essential for maintaining the stability of R&D teams.

Another indirect impact of capital on corporate talent strategies lies in the standardisation of management mechanisms. Investment firms typically require their portfolio companies to establish standardised performance management systems, career development pathways and equity incentive schemes; these institutional frameworks help to improve talent retention rates and reduce the loss of key technical personnel.

A long-term perspective on the talent ecosystem

The talent issue within the mass spectrometry imaging industry chain is, in essence, a matter of ecosystem development that requires long-term investment.

In the short term, collaboration between industry, academia and research institutions, the recruitment of talent from other sectors and internal training can alleviate the most pressing needs. However, to fundamentally resolve the issue of talent supply, sustained collaboration between universities, enterprises, the government and capital is required: universities must expand the scale of their training programmes and optimise their curricula; enterprises must provide high-quality practical platforms and opportunities for career development; the government must increase funding for talent development within special projects for the development of scientific research instruments; and capital must provide long-term, patient financial support.

One positive sign worth noting is that, as domestically produced mass spectrometry imagers and imaging ion sources gradually mature and enter the market, the industry’s appeal to talent is growing. As domestic products begin to yield results published in top-tier academic journals and attract attention at industry exhibitions, ‘domestic mass spectrometry’ is no longer equated with ‘low-end imitations’—this boost in industry confidence will, in itself, attract more outstanding talent to join the field. Xin Ceyuan’s MSI DPI and MSI LDPI imaging sources received favourable reviews from peers at the 4th National Academic Conference on Mass Spectrometry Analysis; the positive impact of such industry recognition on attracting talent should not be underestimated.

Competition in the mass spectrometry imaging industry is, ultimately, a competition for talent. Whoever gains the upper hand in the race for talent will go further in the wave of domestic substitution.