logo
Telescent to Showcase Largest Capacity Optical Circuit Switch at OFC 2025

Telescent to Showcase Largest Capacity Optical Circuit Switch at OFC 2025

Telescent, a leading manufacturer of Optical Circuit Switches (OCS) and automated fiber patch-panels for network and data center operators, announces that it will showcase a live demonstration of its latest innovation, the G5 optical patch panel with MPO-16 connectors capable of switching 16,128 fibers in a single rack, at the Optical Fiber Communications (OFC) 2025 conference. This next-generation system is designed to meet the growing demands of hyperscale data centers, AI clusters, and high-speed optical networks.
The new MPO-16 version of the G5 maintains the same industry-leading number of ports as its predecessor but now moves 16 fibers at a time, significantly increasing system capacity to a market-disrupting 16,128 fibers in a single rack. This advancement is ideally suited for hyperscale environments that require an exponentially growing number of interconnects, parallel fiber deployments for high-speed optics, and large-scale AI clusters with rapidly expanding fiber connectivity needs.
'Our latest MPO-16 connector innovation directly addresses the scalability and automation challenges faced by hyperscale operators and AI-driven networks,' said Anthony Kewitsch, CEO and Co-Founder at Telescent. 'By enabling automated reconfiguration of fiber connections at scale with low-loss performance and built-in diagnostics, our solution streamlines operations, reduces downtime, and ensures optimal network efficiency.'
Telescent's G5 platform continues to offer low-loss optical connections with optional integrated diagnostics, allowing operators to test links before activation. This ensures seamless deployment, improved reliability, and reduced operational costs for data center and network operators managing many thousands of fiber connections.
Attendees at OFC 2025 are invited to visit Telescent's booth #5507 to experience a live demonstration of the G5 system with MPO-16 connectors in action and learn how it is revolutionizing fiber connectivity at scale.
For more information about Telescent visit: www.telescent.com.
Telescent Inc.'s large-scale, low-loss, robotic patch-panel solution brings automation to the fiber layer of optical networks. Telescent's all-optical, latched connection approach ensures optimal performance and reliability while enabling software control for remote reconfigurations and diagnostics. Network and data center operators can enjoy the advantages of automation with Telescent's new RobUST TM system design, providing the flexibility to scale the system on a pay-as-you-go basis as their networks expand.
Automation of the fiber layer reduces operating expenses and manual errors while creating new service opportunities for multi-tenant and hyperscale data center operators as well as telecom service providers. To learn more about Telescent, including recent product updates, please visit www.telescent.com.
iMiller Public Relations
Tel: 1.914.315.6424
SOURCE: Telescent
Copyright Business Wire 2025.
PUB: 03/27/2025 09:35 AM/DISC: 03/27/2025 09:35 AM
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

China-ASEAN Cultural and Museum Institutions Jointly Explore "Museums and Future of Cities"
China-ASEAN Cultural and Museum Institutions Jointly Explore "Museums and Future of Cities"

Yahoo

time7 minutes ago

  • Yahoo

China-ASEAN Cultural and Museum Institutions Jointly Explore "Museums and Future of Cities"

LIUZHOU, China, Aug. 18, 2025 /PRNewswire/ -- This is a report from Titled "Museum and Future of Cities," the 2025 ASEAN-Oriented Cultural Exchange and Cooperation Forum was held in Liuzhou, Guangxi, China on August 18. Co-hosted by the Bureau of International Exchange and Cooperation of the Ministry of Culture and Tourism, P.R. China and the Department of Culture and Tourism of Guangxi Zhuang Autonomous Region, the forum closely addressed the timely topic of people-to-people and cultural exchanges between China and ASEAN. Focusing on "Museum and Future of Cities," it centered on two topics for thematic discussion: "Conservation of Industrial Heritage and Innovative Urban Tourism Experiences" and "Integration of Digital Technologies and Museums for In-Depth Development." Through keynote speeches and special presentations, participants engaged in extensive and in-depth sharing and discussions from various dimensions of theoretical research and applied practice. A total of 18 prominent experts and scholars from ASEAN countries and host China — representing fields of cultural heritage and museums — contributed their insights from angles including cultural policy, heritage management, research trends, and practical experience, reaching numerous consensuses. At the forum, the Asia-Pacific Alliance of the International Council of Museums (ICOM) and the Liuzhou Industrial Museum of China signed the "Memorandum of Understanding on Cooperative Research on the Conservation of Industrial Heritage and Sustainable Development." Aimed at building an international platform to jointly study paths for the conservation, activation, and sustainable development of industrial heritage and cities, this agreement marks a solid step forward in cooperation within this field. On the occasion of the forum, key guests also attended the "Guangxi Night" 2025 Guangxi (Liuzhou) Inbound Tourism Promotion Conference. They further visited cultural and tourism venues such as Baili Liujiang River Scenic Area (Night Cruise on the Liujiang River), Liuzhou Industrial Museum, Liuzhou Bauhinia Cultural and Creative Corridor, Luosifen Industrial Park, and SAIC-GM-Wuling Automobile Base for inspection and research. Through on-site visits and hands-on experiences, they deepened their understanding of the vivid practices and diverse pathways of "Museum and Future of Cities," thereby boosting cultural exchange and tourism cooperation between China and ASEAN. View original content to download multimedia: SOURCE Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data

B2B Digital Selling Tactics That Work In 2025
B2B Digital Selling Tactics That Work In 2025

Forbes

time19 hours ago

  • Forbes

B2B Digital Selling Tactics That Work In 2025

In 2025, B2B buyers research, compare, and interact across more channels than ever before. Relying on cold calls or a single weekly post is unlikely to spark a steady stream of leads. Businesses need an approach tuned to each platform—one that builds trust and invites prospects to engage when they're ready. The practical ideas discussed below are designed to support pipelines without overloading audiences or stretching budgets. LinkedIn LinkedIn still leads the pack for B2B connections, but too many businesses treat it like a broadcast tool, with dry updates, spammy DMs, or endless 'just checking in' messages. But that approach commonly misses the mark. In a recent conversation, a friend of mine Charles Gaudet, CEO of Predictable Profits, a top business coaching firm for CEOs, put it like this: 'Most people treat LinkedIn like a digital megaphone. Post. Pitch. Pray. But sustainable growth comes from creating, capturing and nurturing demand with thought leadership, meaningful comments, and a profile that works like a magnet.' Here are a few tips to follow that playbook: This approach can help shift LinkedIn from a numbers game into a relationship channel that helps prospects see that you understand their needs. TikTok Many decision makers scroll through TikTok when they're off the clock, whether that's during late evenings or quick breaks. That relaxed setting can open doors for you to stand out where competitors aren't looking. In a recent interview, Maxwell Finn, CEO of TikTok marketing specialists Unicorn Innovations, noted, 'Most B2B companies are still stuck thinking their customer isn't on TikTok, which is insane when there are 75+ million targetable users over 35 in the U.S. alone.' He noted that he had a client selling four- and five-figure industrial equipment to middle-aged factory managers, and they began getting a 4X return on their ad spend within the first month on TikTok. 'You can reach the same CFO who ignores your LinkedIn InMails while they're mindlessly scrolling at 9 p.m., and that's where a huge ROI opportunity exists,' added Finn. TikTok usually needs a different content mindset. Unlike LinkedIn, where polished visuals and thought pieces perform, TikTok thrives on authenticity, quick edits, humor, and 'edutainment.' Finn argues that what works on LinkedIn—polished corporate content—is a guaranteed waste of time and money on TikTok. Content on TikTok should prioritize entertainment and/or education, then subtly incorporate your offer. Here's how to match the platform's style: For organic posts, aim for regular uploads that maintain quality and follow themes that already engage viewers. If you explore paid ads, test new hooks, motion styles, and text overlays each week. Instagram Decision makers often scroll through their Instagram feeds looking for insight and inspiration. Even if prospects aren't ready to buy today, your posts can shape their future choices. A brief look at your team, a quick tour of your office, or a client success story in a short video can humanize your efforts and inspire audiences. You can even break down complex ideas, like a white paper or case study, into simple slides or a 30-second Reel that anyone can understand. Make sure you are being consistent on the basics: If you try ads, make them feel like part of the feed. A quick tip in a Story with a clear next step often performs better than a generic 'Book a Call' banner. By keeping your tone personal and your content useful, you give viewers a reason to follow, engage, and remember you. Cold Email Outreach Cold email still works in 2025, but only if you approach it with a high level of personalization, relevance, and persistence. The days of blasting generic templates to 5,000 contacts are gone. Effective cold email starts with research. Know your prospect's pain points, company context, and industry trends so your outreach feels like a conversation and not spam. Your subject line should be clear and curiosity-driven, while your opening sentence should immediately center the prospect's world, not your service. The body should acknowledge a challenge your prospect likely faces and introduce a solution or insight you can provide. Use clear language, not jargon, and keep it under 150 words whenever possible. Crucially, follow-up is where many give up too early. A structured cadence of three to five emails spaced out over weeks, each adding new value (like a case study, a tip, or a relevant piece of data), increases your chances of getting a response. Avoid 'just checking in' messages. Instead, add a new insight or perspective that gives the prospect a reason to reply. Personalization beyond the first name is key. Personalization that shows authenticity includes: When cold emailing is done this way, it remains a scalable, effective B2B tactic in 2025. Nothing beats the old-fashioned approach of starting real conversations with real people. Show Up Where Your Buyers Are B2B digital selling in 2025 usually rewards brands that adapt to how and where buyers prefer to engage. If you show up consistently, speak your buyers' language, and focus on educating rather than hard selling, you can stand out in a crowded digital market. Your competitors may still be stuck in outdated tactics, but you don't have to be.

Cisco Study Explores The Truth About RTO Mandates And Hybrid Work
Cisco Study Explores The Truth About RTO Mandates And Hybrid Work

Forbes

time3 days ago

  • Forbes

Cisco Study Explores The Truth About RTO Mandates And Hybrid Work

As businesses navigate the post-pandemic landscape, the debate around hybrid and remote work has only intensified. Cisco's Global Hybrid Work Study 2025 reveals key trends and tensions around workplace flexibility, productivity and enterprise culture — a landscape where technology, human behavior and leadership intersect. RTO Has Its Benefits — Yet Workers Prefer Flexibility Cisco's study presents a clear shift: after waves of return-to-office mandates, the proportion of hybrid workers has dropped from 62% in 2022 to 45% today, and 72% of organizations now require some office attendance. Nearly half of those companies have increased in-office requirements compared to prior policies. This trend correlates with self-reported productivity gains (73% of employees report higher productivity) and measurable improvements in retention rates and employee well-being. Yet beneath the positive metrics lies a persistent tension: 63% of employees would accept a pay cut for more remote flexibility, and this sentiment is stronger among high performers. Results from the HP Work Relationship Index align with this point, showing that 83% of global knowledge workers would trade part of their salary for better flexibility and autonomy. The responses of top talent in Cisco's survey also offer important insights about attrition. 78% of high-performing employees would consider leaving a company if work policies were not flexible enough. The Cisco data suggests a significant disconnect between leaders and employees on the value of mandated office attendance. From the employee perspective, 77% believe that a lack of trust drives rigid RTO mandates, and only 39% of employees agree that those mandated office days boost productivity. This sentiment contrasts with employers' perceptions. 88% of employers believe there is a strong direct relationship between workplace productivity and frequent, consistent attendance in the office. There is another disconnect around well-being, with only 28% of employees seeing these mandates as beneficial to their well-being, compared to 42% of employers. However, this does not mean employees never want to be in the office, as 92% believe community and collaboration are key aspects of office culture. Financial considerations also influence both employers' and employees' perspectives on the office, but in different ways. 57% of employers in the Cisco study cited real-estate and building-maintenance expenses as the primary influencer of their organization's preferred work model, while 40% of employees complained about commuting costs. A Lasting Challenge: Proximity Bias And Career Growth Being in the office does more than boost metrics; it also nurtures connection, knowledge sharing and spontaneous learning. The Cisco study shows that 76% of respondents (and 85% of high performers) say office presence has accelerated their career progress. Additionally, 86% of employees and 81% of employers see regular attendance as critical for advancement, mentoring and inclusion. To offer a personal example, early in my career at a Hollywood studio, physical presence in a collaborative office was a valuable part of my learning — and gave me opportunities to seize unspoken opportunities. These experiences, which would have been difficult to find had I worked from home, occurred when 'collaboration tools' meant a fax machine, a phone or email. While today's immersive solutions can address some gaps, capturing the full career benefits of proximity now requires intentional, well-designed hybrid workflows, not haphazard adoption of new devices. As companies seek the right balance of RTO and hybrid and remote work, employers and employees must also remain vigilant about proximity bias. Proximity bias favors those who are physically present, often resulting in them receiving more opportunities, recognition and even protection from layoffs. One study from found that 60% of U.S. managers believed remote workers would be the first to be let go in a downturn. Left unchecked, proximity bias can create inequity, restrict knowledge transfer and marginalize remote contributors even when metrics suggest their performance is equal or greater. I wrote about the potential for this bias amidst Amazon's RTO mandates in 2023, and it remains relevant. This is a cultural challenge, not just a management one. Workers, especially those early in their careers or aiming for advancement, must be mindful of how an intentional, strategic office presence can create opportunities, learning and recognition that are harder to cultivate from a distance. Perhaps more importantly, leaders must prioritize data-driven objective performance assessment over face time. As Francine Katsoudas, Cisco's chief people, policy and purpose officer, said, 'When we make the office about mentorship, connection [and] career development, people understand the value of being there. But when we focus solely on the work, it's a less compelling value proposition.' There Is An RTO Generational Divide Generational differences are a significant factor in shaping preferences about, and satisfaction with, hybrid work policies. According to Cisco's study, employees from different generations report varying satisfaction levels with workplace arrangements, but flexibility is a consistent preference, especially among younger employees. Gen Z employees strongly prefer flexible work, expressing the greatest desire for autonomy over when and where they work. The report highlights that Gen Z employees rely heavily on collaboration technology and are most likely to expect workplace flexibility as a standard. Satisfaction with 'fully flexible' arrangements is higher among younger generations, with Gen Z and Gen Y (millennials) reporting greater contentment under such policies compared to Gen X, who are the least likely to be 'very satisfied' with flexibility, even though it remains their preferred model. Motivations to be in the office vary by generation as well. While most employees across generations recognize the importance of in-person work for career advancement and mentoring opportunities, younger employees are less satisfied with mandated full-time office attendance. For example, only 22% of Gen Z employees are satisfied with being required to work in the office full-time, whereas 38% of boomer employees report high satisfaction with this arrangement. Technology and well-being are again notable factors. Across the full employee base, nine out of ten (92%) employees rate collaboration and a sense of community as top reasons to value the office. Still, younger workers are more likely to expect advanced digital tools and wellness support as a part of their workplace experience. According to Cisco's data, 90% of employees value collaboration tools, but only 32% of employers invest in high-grade technology that supports flexible, hybrid work models. The Role Of Technology In Bridging The Remote Worker Gap This glaring gap between what employees want and what employers provide is where appropriate technology can make a real difference. Realizing this opportunity, tech companies are bringing out new products to close the gap between in-person and remote work. At the high end of the market, we see deluxe immersive tools like HP's Dimension with Google Beam, which uses cutting-edge light field technology, spatial audio and multi-camera setups to create natural, lifelike remote meetings. At a somewhat more accessible price point, the Cisco Desk Pro — which I use in my home office and love — brings advanced video, smart framing and all-in-one collaboration tools to the hybrid desk, making virtual interactions smoother. The two examples just mentioned are high-end solutions, and widespread adoption of products like these will be constrained by expense and IT infrastructure demands. However, a range of more accessible tools can help to connect remote and hybrid workers at lower price points. For example, I use the iContact Camera Pro ($189) and the Elgato Prompter ($299). These tools are designed to facilitate direct eye contact, allowing me to look at my screen or read a script while still making eye contact with my audience on any platform — including Teams, Zoom or Webex. By positioning the camera or script in my line of sight, I can maintain this crucial connection while also picking up on people's reactions and non-verbal cues. This is critical, as a recent study shows that eye contact in virtual communication is as important as in-person eye contact for conveying confidence, building rapport and fostering trust among colleagues and clients. Many device companies serving this market have also made significant strides in meeting-room technology, which can help remote participants feel more seen and heard regardless of which device they are using. Advanced systems now include AI-directed video framing that automatically zooms in on the current speaker or keeps the whole room in frame without manual adjustments. For example, Cisco Webex devices feature 'cinematic meetings' experiences so that remote attendees get a clearer view of the conversation — which, in my view, helps with feeling included. Many collaboration platforms also prioritize high-quality audio with AI audio codecs that can reduce background noise and improve voice clarity even in challenging network conditions. Yet regardless of the device or price point, a gap remains in the investment that most companies are making in technology to support remote work for their rank-and-file employees. Toward A New Hybrid Compact Finding the right blend of flexibility, inclusion and high performance remains a primary dilemma in the modern workplace. The best organizations won't treat hybrid work as a binary choice. Instead, they will design purposeful systems that blend physical and digital environments, maximizing human connection and personal autonomy. In a briefing at this year's Cisco Live event, Katsoudas emphasized, 'It is more of a conversation that we need to have with our people around how they work and how they're at their best.' However, implementing such a conversation in a big organization (Cisco, for instance, has 90,000 employees) is a significant challenge. Leaders must leverage technology and data to create a culture of feedback and trust that can scale beyond one-on-one discussions. Companies should also be careful not to mandate office attendance simply for the sake of following a single standard, as this risks losing access to a broader talent pool and could compromise diversity. Leaders must design in-office experiences that deliver unique value, such as in-person collaboration, mentorship and fostering a stronger connection to company culture — just not every day. At Cisco Live, Christian Bigsby, senior vice president of workplace resources at Cisco, emphasized the importance of designing flexible office spaces, using the phrase 'more wheels, less walls' to describe the approach. He explained that instead of creating fixed, rigid environments, companies should design offices so spaces and furniture can be easily moved and reconfigured as needs change. By doing so, they can also counter the need for larger office spaces and leverage smart-workplace tech to optimize the space they do use. Hybrid work's success will depend on connecting technology's promise with thoughtful leadership and personal agency. This ensures the benefits of advancement, learning and engagement are accessible for all, wherever they work.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store