Who Will Replace Electronics Manufacturing’s Most Experienced Workers?

Estimated reading time: 4 minutes

The electronics manufacturing industry has spent years discussing technological advancement, expanding domestic production, and developing the next generation of manufacturing capabilities. But behind those conversations is another challenge that deserves attention: Who will replace the industry’s most experienced workers as they approach retirement?

Recent research from the U.S. Census Bureau illustrates the scale of the issue. In 2022, 52.1% of workers in electronic component and product manufacturing were age 45 or older. A separate Census analysis published in December 2025 found that the share of manufacturing employment at companies where at least a quarter of employees were 55 or older had increased from 14% in 2000 to more than 40% in 2022.^1,2

These figures do not suggest an immediate wave of retirements, but they highlight a workforce transition that manufacturers cannot afford to overlook. For electronics companies, the implications extend well beyond filling vacant positions. Experienced engineers, technicians, operators, and production managers carry decades of accumulated knowledge about processes, materials, equipment, and customer requirements. When these professionals retire, companies risk losing expertise that cannot always be captured in a procedure manual or transferred through a few weeks of training.

This makes workforce succession an increasingly important part of recruiting. Employers need to think not only about replacing departing employees but also about building relationships with professionals who can contribute to their organizations over the long term.

Industry-specific resources such as JobConnect007 can play a role in that process by connecting electronics employers with professionals already engaged in the industry. Through its connection to the I-Connect007 electronics community, the platform helps companies bring career opportunities to an audience familiar with PCB design, fabrication, assembly, materials, test, and related technologies. It also provides a place for emerging professionals to explore careers within the industry.

The larger challenge, however, is what happens when years of manufacturing experience begin leaving the workforce. In electronics manufacturing, institutional knowledge is particularly valuable because production challenges rarely exist in isolation. An experienced process engineer may recognize subtle changes in plating performance, soldering behavior, or inspection results that a less experienced colleague has not yet encountered. A veteran PCB designer may understand how particular materials, stackups, and fabrication processes interact based on years of working directly with manufacturers.

This experience often develops through repeated problem-solving, production troubleshooting, and cross-departmental collaboration. It is difficult to replace simply by hiring someone with comparable academic qualifications. The challenge is not limited to electronics. In a 2024 study, Deloitte and The Manufacturing Institute estimated that U.S. manufacturing could require as many as 3.8 million additional workers between 2024 and 2033, driven by industry growth and the need to replace existing employees. The study projected that approximately 1.9 million positions could remain unfilled if workforce challenges are not addressed.³ While these are projections rather than guaranteed outcomes, they reinforce the importance of developing a sustainable manufacturing workforce.

For electronics manufacturers, succession planning should begin well before an experienced employee announces retirement. Companies can identify positions where specialized knowledge is concentrated, create opportunities for younger employees to work alongside experienced professionals, and establish training programs that preserve critical technical expertise.

Mentorship is particularly important. Formal documentation can explain how a process should operate, but experienced employees often understand why particular procedures exist, how problems developed, and which adjustments have proven effective under real production conditions. That distinction matters in an industry where reliability, precision, and process consistency are essential.

Attracting younger professionals is another part of the equation. Electronics manufacturing offers career opportunities in engineering, design, automation, equipment maintenance, quality assurance, production management, and technical sales. Yet many potential employees may have limited exposure to the breadth of work available within the industry.

Manufacturers can address this through partnerships with educational institutions, apprenticeships, internships, and clearer career development pathways. Providing opportunities for professional advancement can also help retain employees by enabling them to develop valuable technical experience.

The workforce transition creates opportunities for experienced professionals as well. Retirement does not necessarily mean an immediate departure from the industry. Some professionals may choose to remain involved through consulting, part-time employment, training, or mentorship, allowing companies to retain access to their expertise while preparing the next generation.

The U.S. Bureau of Labor Statistics’ 2025 employment data demonstrates the importance of looking beyond immediate staffing needs. Manufacturing employed approximately 15.1 million people, including about 3.8 million workers age 55 or older.⁴ That represents a substantial population of experienced employees whose eventual career transitions will affect the industry over time.

For electronics manufacturers, the question is not simply whether enough people will be available to fill future openings. It is whether companies are preparing employees to assume the responsibilities, technical judgment, and institutional knowledge that experienced professionals have developed throughout their careers.

Recruitment, training, mentorship, and retention must work together. Employers that begin building those connections today will be better positioned to manage workforce transitions without disrupting the knowledge and capabilities their operations depend on.

JobConnect007 supports one part of that effort by connecting electronics employers and professionals within the industry they share. As the workforce evolves, maintaining those connections will become increasingly important to the long-term strength of electronics manufacturing.

References

1. U.S. Census Bureau, Electronics Industry Facing an Aging Workforce, September 2023.
2. U.S. Census Bureau, Firms in Production Sectors and Northern States Have Some of the Highest Shares of Older Workers, December 2025.
3. Deloitte and The Manufacturing Institute, Taking Charge: Manufacturers Support Growth With Active Workforce Strategies, April 2024.
4. U.S. Bureau of Labor Statistics, Employed People by Detailed Industry and Age, 2025 annual averages.