I've been involved in screening candidates where we basically did just put aside applications from people whose commercial experience was not exactly what the JD was asking for, and indeed some were those with a background in testing/QA when we specifically needed a developer. But that's because we had a ton of resumes sent through by recruiters where it seemed like they'd done very little to ensure they were sending us relevant candidates. To be fair we would have put your resume aside if you'd removed your QA experience too if you didn't also have significant commercial experience as a developer.

But in general if I was responsible for the final call on a junior hire I'd definitely prefer someone with industry experience even in a different role over someone with none at all.