Hi, I am Fatih! For over 20 years, I’ve worked at the intersection of operations, leadership, and strategic transformation — helping organizations turn vision into execution, and talent into growth engines.
My career spans from the pharmaceutical sector to the highly regulated Testing, Inspection & Certification (TIC) industry, where I rose from frontline management roles to Vice President of MEA Testing & EMEA Inspections, Audits & Assessments, overseeing large regions across Europe, the Middle East, and Africa.
But leadership is not just a function — it’s a system. And that system was broken.
That’s why I created STRASYS®, the first modular automation platform built to systemize leadership, performance, and people development at scale.
Let me tell you how I got there.
🎓 Early Years – From Chemistry to Corporate Challenge
- I studied Chemistry at Hacettepe University, where I admittedly lacked direction at first. University felt like a place to socialize more than a career path.
- After graduation, I returned to my hometown Samsun and entered the pharmaceutical industry — a sector known for its structured development but slow movement.
- Two years later, I took a risk and moved cities to join a global pharmaceutical company, eventually becoming a respected Specialist by age 31.
Yet something was missing: responsibility, pace, and scale.
🚀 My Breakthrough in the TIC Industry
- An offer came from the TIC industry — a managerial position in a small, struggling lab.
- Most said it was too risky to leave pharma. But I saw opportunity in chaos. And I accepted.
- Within 6 months, I was promoted to Head of Chemistry Lab.
- I restructured operations, shortened turnaround times, and introduced workflow discipline.
- This role planted the seed of my lifelong belief: what isn’t systemized can’t be scaled.
🧱 Scaling Impact – Relocations & Turnarounds
- At age 33, I led a full lab relocation project — to a facility 7x larger.
- I personally designed the layout, recruited the team, and expanded capacity by 15x over three years.
- We transformed a traditional lab into a 24/7 high-performance operation.
This taught me two things:
- Physical growth is impossible without workflow precision
- Talent growth is impossible without ownership and delegation
🔝 Becoming Country Manager
- At age 35, I was appointed Country Manager for a different TIC firm.
- I inherited an underperforming, fragmented operation.
- Over the next few years, I:
- Restructured services
- Expanded the team 5x
- Achieved consistent double-digit profitability
- Positioned the company as one of Türkiye’s undisputed Top 3 service providers
- Later, I led another relocation project — again designing the layout myself to optimize every square meter for efficiency and future expansion.
🌍 Regional & Executive Leadership (MEA & EMEA)
- Over the next 9 years, I received 7 promotions, taking on broader leadership roles across MEA and EMEA.
- By age 44, I was Vice President of MEA Testing & EMEA IAA, overseeing:
- Cross-functional teams spanning Türkiye, UAE, Saudi Arabia, South Africa, Egypt, France, Germany, Italy, and the UK
- Strategic client relationships across multiple regulatory environments
- Full P&L and compliance responsibility across 30+ countries
- I contributed across all key functions:
- Operations & KPI management
- Finance & budget alignment
- Sales & business development
- HSE & LIMS software deployment
- Leadership development & succession planning
✅0 rejected investment proposals — every case aligned clearly with organizational goals
✅ 6 direct reports promoted to MEA or EMEA roles — a direct result of structured talent development
🔍 A Critical Realization: Leadership Systems Were Missing
Despite all this success, one problem kept bothering me.
In global companies:
- CRM systems manage clients
- ERP systems manage inventory
- Finance tools manage cash
But when it came to people, promotions, leadership, and performance — everything was manual.
🧾 Spreadsheets.
📎 Emails.
🗂️ Subjective decisions.
No data. No structure. No transparency!
And the cost?
Lost talent.
Bias in promotions.
Confusion in training.
Toxic culture.
That’s when I decided:
“I won’t just fix this in one company. I’ll build the system every company needs.”
🧭 How STRASYS Was Born — From Field Struggles to Functional Design
After two decades of leading multicultural teams and driving operational transformations across EMEA, I realized something universal:
Even in the most advanced industries, when it came to leadership development, performance, and succession — most companies were operating in the dark.
Files were scattered. Training was improvised. Promotion decisions were emotional. There was no system.
And yet, these were the very things draining morale, stalling growth, and creating hidden organizational risks.
I decided to fix this — not with consulting alone, but with a digital system that could outlive PowerPoints and meetings. A system that actually worked in the field.
🔧STRASYS Started With One Simple Goal:
Turn leadership into a measurable, scalable, and data-driven system.
1️⃣ PDP – The Professional Development Plan
We started here because growth begins with the individual.
STRASYS PDP lets you track every employee’s skills, assign targeted training, set deadlines, monitor real-time progress, and even calculate cost per course.
Managers and employees co-evaluate each skill — building shared ownership.
It was the answer to years of random, PDF-based, forgotten training plans.
2️⃣ Succession Plan – From Risk to Readiness
Once PDP was in place, we realized succession shouldn’t be a separate effort.
So we built a module that auto-fills directly from PDP. Every successor is linked to real data: skills, training, leadership exposure.
It shows readiness levels, bench strength, and allows dynamic backup assignment — without duplication or guesswork.
3️⃣ Performance Management – Fair, Structured, and Role-Based
Most performance systems fail because they’re subjective or generic.
We designed a fully customizable engine with weighted KPIs per role, location, or function — scored via employee, manager, and system inputs.
STRASYS PM allows mid-year vs. year-end comparisons, integrates PDP scores, and creates promotion-readiness dashboards — not spreadsheets.
4️⃣ LEAN Tracker – Built for Non-Lean People
Everyone talks about LEAN. Very few actually implement it.
We built our LEAN Project Tracker for people who have never done one — especially in the TIC industry, where compliance is high but process knowledge is inconsistent.
Tasks are auto-tracked. Roles are assigned. Metrics are calculated.
No jargon. Just effective improvement tracking.
5️⃣ EQ Mirror – Reverse 360° Cultural Evaluation
Inspired by my pharmaceutical background and the Cultural Excellence model, this module was built to surface one truth:
Leadership isn’t how you see yourself — it’s how your team experiences you.
EQ Mirror uses 32 structured questions across 8 emotional intelligence domains to give leaders a reflection of their impact.
Low scores automatically trigger Root Cause Analysis — ensuring action, not shame.
6️⃣ STAR & FOCUS – Strategic Talent Radar
Once the core data was in place, we realized something powerful:
We could identify who was ready to lead — and who was silently burning out.
- STAR pinpoints high-potential leaders by merging data from PDP, PM, and EQ Mirror.
- FOCUS does the opposite — flagging underperformance risks and automatically assigning mentors from the STAR pool.
Together, they help you grow your future leaders while protecting your culture from hidden attrition risks.
🔗 And the Best Part?
All modules are connected.
No more chasing files. No more decisions without data.
STRASYS was built to eliminate leadership guesswork — for good.
🧠 Platform Philosophy:
If you can measure it, you can manage it. If you systemize it, you can scale it.
STRASYS is not a tool.
It’s how you turn your people into your greatest strategic asset.
🧠 STRASYS: A New Category – Organizational Intelligence Platform
STRASYS is more than a tool.
It's a Strategic Automation System — a platform that lets you:
- Align people with purpose
- Track leadership performance without bias
- Control cultural risk
- Make development visible and measurable
🛡️ Built Right. From the Inside Out.
- Fully compatible with iOS, Android, and Web
- Controlled access logic by role, department, and region
- Real-time dashboards & PDF reports
- Zero duplication — all modules pull from the same data set
🎯 Who STRASYS Is For
STRASYS isn’t for companies chasing vanity KPIs.
It’s for organizations that want to:
- Retain their best people
- Develop successors
- Create emotionally mature leaders
- Turn HR into a strategic asset
💡 In 2023, Gallup reported only 23% employee engagement worldwide.
If you care about the other 77% — STRASYS will transform your approach.
🔚 What's Next?
After decades of building teams, leading regions, and scaling businesses, I’ve taken a step back from the corporate frontline. Now, I’m focused on helping others grow — through STRASYS, consulting, and leadership advisory.
I believe the future belongs to intelligent organizations — and that means building systems where leadership, talent, and strategy are aligned, tracked, and elevated.
Let’s connect — and explore how your team can grow stronger, smarter, and more scalable.
