Role search
Get a Trade Compliance Manager who can own internal trade controls.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Imports are moving, but classification or origin records cannot support the declarations.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Trade Compliance Manager
The judgment call
What this hire really comes down to
A Trade Compliance Manager translates federal trade regulations into specific internal controls for procurement and logistics teams. While a specialist manages individual entries, the manager dictates the methodology used for HTS classification and valuation across the entire product catalog. This hire prevents customs penalties and operational delays by auditing the logic behind every origin claim and tariff application. They establish the standards for how your internal systems interact with brokers to ensure your business remains defensible during government audits and potential seizure risks.
Success requires balancing aggressive growth with regulatory adherence. The manager decides when to halt shipments that lack proper documentation and determines if the company qualifies for duty preference programs. They translate complex statutes into clear, enforceable procedures for warehouse staff and procurement leads. You hire this professional to move from reactive fire-fighting with external brokers to proactive management of landed costs and restricted party screening.
What should the brief settle before we search?
Imports are moving, but classification or origin records cannot support the declarations. A trade compliance manager needs to understand the product and transaction, not only the broker's workflow. Ask how they review a disputed classification and retain the supporting decision. Match the relevant import and export obligations. A customs broker relationship does not remove the business's responsibilities. Clarify who approves changes and how purchasing, engineering and logistics provide the facts needed for compliant decisions.
What we check
What we check before you see anyone
- We verify their specific history with HTS classification logic and how they document the rationale for every product line. Candidates must demonstrate how they handle customs disputes regarding classification discrepancies and how they resolve item description conflicts that trigger hold-ups at borders.
- We examine their track record with valuation programs and country of origin requirements. We look for individuals who have managed related party pricing issues and successfully supported supplier declarations under free trade agreements for previous organizations to reduce your total landed cost and operational risk.
- We confirm their technical familiarity with export controls including EAR or ITAR regimes. They must explain how they determine license requirements for high-tech components and maintain screening protocols that adapt as global denied party lists change without notice throughout the fiscal year.
- We assess their experience in directing external brokerage partners rather than relying on them. We require evidence of how they translate manual audit findings into permanent, written procedures that your staff can follow to prevent recurring classification errors and audit failures.
Sourcing
Where we find them
We source candidates from compliance departments within large manufacturing or international retail firms. These individuals operate under high-volume logistics pressure and understand exactly how one classification mistake causes ripple effects through production schedules. They know the difference between a minor reporting error and a systemic issue that invites deeper government investigation into your entire import history or product valuation strategies.
Customs brokerage alumni provide another technical pool. These experts spent years processing entries and understand the specific pain points customs officers look for during physical inspections. They often seek roles that require more authority and ownership than a broker desk allows. They bring a deep knowledge of how to structure data for customs authorities to minimize audit friction and ensure rapid cargo release cycles.
Where searches go wrong
Mistakes we see
- Hiring a candidate who only knows one specific industry niche without understanding the broader scope of duty programs or export controls. This creates blind spots when your business adds new product categories or enters a new international market.
- Prioritizing someone with deep broker relationships over someone who can build an internal, documented compliance manual. You need a manager who reduces your reliance on external parties by building your internal institutional knowledge and audit capacity.
- Ignoring the need for a candidate who can enforce strict controls over internal sales and engineering teams. A manager who cannot stand their ground when sales teams pressure them to ship goods without complete data puts the entire company at risk.
The search
How the Trade Compliance Manager search runs
- We map your product catalog and current export markets against the candidate pool. We filter for managers who have documented experience with your specific duty programs and tariff impact analysis needs. We assess if they can demonstrate the ability to translate complex customs law into simple work instructions for your procurement team.
- We conduct a deep dive into their classification methodology during interviews. We ask them to detail how they would handle a mismatch between an engineering drawing and an entry summary. We test their ability to manage a brokerage audit and their experience with internal controls rather than just standard daily entry processing.
- We prioritize candidates who provide examples of building internal compliance frameworks. We verify how they documented procedures that lasted after their project ended. We finalize the selection based on their ability to act as the primary contact for regulatory inquiries without needing external consulting support.
Questions
What is the difference between a specialist and a manager?
A specialist manages the tactical execution of entries and HTS codes for specific shipments. A manager establishes the processes, audits the broker relationship, and sets the classification strategy for the entire organization.
How do you ensure they understand our specific duty programs?
We evaluate their past success with duty drawback or specific free trade agreements relevant to your supply chain. We confirm they know how to support those claims with defensible documentation.
What should we discuss before requesting Trade Compliance Manager candidates?
A trade compliance manager needs to understand the product and transaction, not only the broker's workflow. Ask how they review a disputed classification and retain the supporting decision.
Will this person manage our customs brokers?
Yes. A manager reviews broker performance, audits their work, and ensures they follow your internal classification logic rather than using their own convenience.
How long until we see impact?
They begin by reviewing your current audit trails and classification database. You see immediate impact when they identify non-compliant items and correct the source data in your system.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.