I started in HR and never really left it, even when I moved into consultancy eight years ago.

For thirteen years I worked as an HR Business Partner inside global organisations, in the leadership meetings, contributing to decisions about who gets developed, who gets promoted, and how talent is built. Recruitment was one part of the work. The larger picture was designing how organisations think about careers, potential, and progression.

That work included building the filtering logic of a global ATS system, designing criteria for identifying high-potential employees, architecting career pathways across large organisations, and leading company-wide grading and levelling projects. These are not theoretical frameworks. They are the systems I helped build. And I know exactly where the gaps are.

In 2018 I moved into full-time consultancy. I was the first Turkish career coach in the UK to focus specifically on international professionals, raising awareness, speaking at universities and community events, running hundreds of sessions, and working one-to-one with over a thousand professionals. I have also built a deep understanding of the UK immigration ecosystem, because career advice that ignores that context is incomplete advice.

The work spans job search strategy, career repositioning, and Global Talent Visa endorsement preparation. Across all of it, the question is the same: why do qualified professionals get overlooked, and what changes that.