Mexican logistics faces a paradox: while the country is positioning itself as a strategic hub in global supply chains, the pool of specialized talent is not growing at the same pace . The debate is no longer just about whether more infrastructure or technology is needed, but whether the human capital capable of operating these systems with sound judgment, efficiency, and regulatory compliance is being developed.

During the panel “Logistics and People: How to Retain the Most Valuable Asset in the Supply Chain ,” organized by the #SoyLogístico Association , it became clear that the talent shortage is no longer a temporary situation. “The competition isn’t between companies, it’s between supply chains… and who makes this happen? Human capital,” stated Exie Moscoso, director of the Institute of Postgraduate Studies in International Trade (IEPCI) .

The diagnosis is clear: the lack of qualified professionals has become a structural threat. Logistics cannot be conceived without foreign trade and regulatory compliance, and both demand specialists capable of anticipating, planning, and resolving issues. Today’s market requires practical, immediately applicable knowledge that allows professionals to cope with fluctuations in demand, tax reforms, and a digitalization process that is outpacing traditional curricula.

Mauricio Barrientos, a professor at IEPCI, noted that formal specialization in these subjects is relatively new . “Twenty years ago there was no master’s degree (focused on logistics); we’ve only been seeking specialization in these areas for a very short time.”

This historical gap explains why many companies still struggle to find talent with technical depth in foreign trade and integrated logistics.

From the operational front, Alberto Castillo, Deputy Director of Warehousing and Foreign Trade at Grupo México Transportes (GMXT) , indicated that companies’ failure to train their staff has three costs: turnover, inefficiency, and legal risk . Filling a vacancy can represent between six and nine months’ salary; an error at customs or with taxes can lead to penalties, program cancellations, or irreversible losses.

“The most expensive tax for companies is the tax of inefficiency,” he warned.

The debate also debunked the idea that salary alone retains talent. Claudia Patrón, Director of Logistics and Supply Chain at the Ministry of Economy , was clear: “Your competitor can offer you the same salary… companies should invest more in professional development .”

In a context of constant reforms to the Customs Law and the tax framework in Mexico, continuous updating is not optional; it is a condition for business survival .

Following this logic, the Ministry of Economy launched a program last year called Logistics Route , a strategy that stems from a worrying reality: more than 80% of micro, small and medium-sized enterprises (MSMEs) lack formal clarity on what a supply chain is and how it works.

The program began with 13 training modules and 33 volunteer specialists. The response exceeded expectations with 10,200 participants, but only 4,000 of them completed the program . Now, it is evolving toward competency standards and micro-credentials that aim to certify specific skills within the sector.

The intention is clear: to integrate logistics and foreign trade as a single productive ecosystem and to raise the technical level from the business base.

Artificial intelligence can automate tasks, but it doesn’t replace judgment or the ability to interpret regulations. That judgment is built through continuous training.

The message from the panel is uncomfortable, but necessary: ​​Mexico will not lose competitiveness solely due to a lack of infrastructure, but rather due to a lack of skilled talent to operate it . Professionalization is not an expense; it is the investment that determines whether a supply chain will be resilient and profitable, or vulnerable to the first mistake.

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