The company strengthens its logistics model by focusing on customer proximity, expanding services, and fostering talent, where female leadership and the professionalization of the management team set the course for its development.
Grupo Caliche, which employs over a thousand people, is currently undergoing a period of growth and transformation, with a clear commitment to talent and gender equality, also reflected in the corporate general management led by a woman. What is the group’s strategy at an international level?
We are a family-owned business, a holding company that will remain so, and this is very important to us. This family character means a strong connection to values such as commitment and doing things right.
In this regard, the appointment of Fátima Campillo as Corporate General Manager of the group, which encompasses 27 companies, reflects her long track record and excellent work over many years in the company, beyond any other consideration.
Moreover, we have a very young workforce, with an average age between 35 and 37 years, and a young management team as well. This, coupled with more than 55 years of experience in the sector, allows us to face the future with a long-term vision and continue building a stronger company.
In line with the commitment to professionalization, talent, and the group’s values, what objectives and strategic lines does Grupo Caliche set for 2026 in this new stage of growth?
We have defined a growth strategy with a 2030 horizon, with the goal of reaching 500 million euros, an internal challenge that sets our roadmap. In this context, and after my appointment as Commercial Managing Director of the transportation area, we are laying the foundation for consolidating stable and sustained growth.
The logistics sector is currently going through a period of instability, with a high level of concentration and numerous acquisition operations among companies. In this scenario, our goal is to differentiate ourselves by offering a close and personalized service, something that many large companies cannot provide.
In addition, we have great flexibility in decision-making and adapting to our clients’ needs, whether in investments, tool integration, API connections, or other specific solutions. This ability to adapt is undoubtedly one of our main differentiating values.
In this new stage of Grupo Caliche, what innovations are being driven in terms of import and export, and what differential value do you currently offer to your clients?
Last year, new companies joined the group, strengthening our structure and operational capacity. On one hand, since 2023 we have had EGD, a company specialized in storage, with a presence in major logistics hubs in Madrid, Tarragona, Barcelona, England, Poland, Murcia, Valencia, and Almería. Through this line, our goal is to continue growing our storage capacity in new provinces and meet any logistical needs our clients may have.
Additionally, in February 2025, Suditrans, a family-owned company with a long history, joined the group. Suditrans specializes in routes to Switzerland and the Canary Islands, strengthening our road transport network.
On the other hand, as part of our growth strategy, we continue to push forward with sea and air transport of perishable products. We have specialized offices in Valencia and Murcia, in collaboration with IST, which joined the group in 2021.
Our goal for this year is to keep growing in these areas and provide a differentiated service, especially in segments where we see room for improvement in the market.
What is the current presence of women in leadership positions within Grupo Caliche?
We do not have specific data in terms of indices, but we can note that nearly 60% of the group’s workforce is made up of women.
In leadership positions, we have women in key roles, such as the Legal Department and the Corporate General Management. Women also lead other significant areas, such as the management of New Castellar College — the school linked to the group — and the Caliche delegation in Barcelona.
It is true that in other leadership positions, male profiles predominate, but in our case, positions are filled based on the trajectory and professional value of each individual, regardless of gender.
Additionally, we have a very low turnover rate, around 1%, which reflects the level of satisfaction and stability within the team.
