Kadir Has University Alumni Success Stories — Impact Highlights

Kadir Has University has produced notable alumni outcomes across workforce development, gender equity in tech, and access to higher education. Key initiatives that underpin these success stories include targeted training programs developed with municipal partners, lifelong learning offerings for career transitions, and a founding legacy that fosters entrepreneurship and civic engagement.

Empowering Female Software Developers — Targeted Skills Training

Program overview: In late 2023, Kadir Has University ran a competitive training program in collaboration with the Istanbul Metropolitan Municipality to upskill young women for careers in information technology. The program offered 500 hours of free, applied computer programming instruction, developed by the Management Information Systems faculty.

Outcomes: 32 female participants completed intensive, hands-on training. The program was aligned with the university’s White Doves Scholarship Program and prioritized employability in a high-demand field.

Relevance for recruiters and admissions teams:

• Demonstrates how gender-focused initiatives expand talent pipelines for IT employers.
• Shows the value of curriculum co-design between universities and industry/public partners to match local labor market needs.
• Provides a replicable model for scholarship-linked bootcamps that convert learners into degree or employment pathways.

Silivri Education Academy — Expanding Access and First-Generation Success

Program overview: Through a partnership with Silivri Municipality, Kadir Has University created the Silivri Education Academy to provide free English courses and university entrance exam preparation to disadvantaged youth.

Outcomes: From 675 applicants, 200 students were admitted in the 2022–2023 academic year; 122 participants received targeted support (scholarships, language instruction, material aid). The program achieved a 92% university placement rate among those 122 participants, with over 100 students enrolling in higher education institutions.

Relevance for HR and placement agencies:

• High placement rates strengthen employer confidence in alumni quality and readiness.
• Outreach programs that combine language, exam prep, and material support significantly increase first-generation student matriculation.
• Local municipality partnerships can reduce recruitment costs and broaden demographic diversity in applicant pools.

Lifelong Learning Academy (YBEA) — Continuous Professional Development

Program overview: For more than a decade, Kadir Has University’s Lifelong Learning Academy has delivered certified short courses across law, finance, IT, management, and design for early- and mid-career learners.

Outcomes: Alumni frequently advance within their sectors or make career transitions, indicating strong employer recognition of course value and certification.

Relevance for employers and HR teams:

• Short, accredited programs support upskilling and reskilling priorities within organizations.
• Lifelong learning offerings create ongoing alumni engagement, improving talent pipelines for continuing professional development partnerships.

Entrepreneurial Leadership — A Founding Legacy That Inspires Alumni

Background: The founder, Kadir Has, led ventures across automotive, beverage, and banking sectors. His entrepreneurial and philanthropic legacy is embedded in the institution through the Kadir Has Foundation.

Outcomes: This leadership culture encourages alumni to pursue entrepreneurship and social contribution, complementing technical and vocational training with a mindset for innovation.

Relevance for marketing and university brand teams:

• Highlighting founder-driven narratives can boost institutional differentiation in international markets.
• Entrepreneurship-focused messaging attracts applicants seeking networks and mentorship for venture creation.

Why These Alumni Stories Matter to International Student Recruiters and Education Professionals

Kadir Has University alumni success stories are not only inspiring narratives — they deliver practical insights for scaled recruitment and admissions strategies.

Talent Pipeline Diversification and Employer Alignment

Targeted outreach programs (e.g., Silivri Academy) demonstrate how universities can diversify pipelines by engaging underrepresented communities, resulting in high placement rates.

Recommendation: Recruiters should prioritize partnerships with institutions that demonstrate proven local outreach and measurable social impact. Kadir Has University’s models provide evidence that such investments convert to enrolled, employable students.

Skills-First Credentials Boost Employability

Intensive bootcamps and lifelong learning certificates give students job-ready skills aligned with employer demand.

Recommendation: Admissions and HR teams should promote micro-credentials and stackable certificates as pathways to degree programs and employment. This increases conversion rates among working learners and career pivoters.

Gender-Equity Initiatives Build New Talent Pools

Focused programs for women in IT create distinct, high-quality candidate pools for employers committed to diversity.

Recommendation: International recruiters should highlight gender-equity cohorts in promotion materials to appeal to employers and scholarship sponsors prioritizing diversity in recruitment.

Actionable Blueprint — How to Replicate Kadir Has’ Alumni Success

Phase 1 — Research and Partnership Design

• Map local labor market demand and identify employer partners (public and private).
• Design program goals with measurable KPIs: placement rate, retention, employer satisfaction, and diversity targets.
• Secure scholarship or funding partners (municipalities, foundations).

Phase 2 — Curriculum and Delivery

• Co-design short, applied curricula with industry input (e.g., applied programming, language, exam prep).
• Use blended delivery: in-person labs + digital learning management systems.
• Offer stackable credentials linked to degree admissions or direct employment.

Phase 3 — Recruitment and Outreach

• Target underrepresented cohorts through community partners and municipal outreach.
• Use multilingual marketing and local ambassadors to reduce barriers to application.
• Provide holistic support: financial aid, mentoring, psychological and logistical assistance.

Phase 4 — Measurement and Continuous Improvement

• Track outcomes: enrollment rates, completion, university admission, job placement, and employer feedback.
• Iterate curricula and support services based on outcome data.

How Study in Turkiye Helps Scale Alumni Success with Recruitment and Automation

International Recruitment and Market Positioning

We craft target-market campaigns that highlight measurable alumni outcomes — such as the programs described above — to prospective students and institutional partners.

Example: Promoting career pathways built from short courses and scholarship programs attracts working professionals and socially-motivated applicants.

Admissions Automation and CRM Integration

We implement automated applicant tracking, lead nurturing sequences, and multilingual chatbots that handle inquiries 24/7.

Partner Enablement and Agent Networks

We help universities and agencies build compliant agent programs and provide training on program differentiation — including how to highlight social impact and workforce partnerships.

If you are interested in becoming a certified partner, see our agent program to learn more.

Comparing Complementary University Options for International Applicants

When advising applicants or building institutional partnerships, consider institutions that complement Kadir Has University’s strengths. For programmatic fit or alternative options, these universities offer diverse program portfolios and international recruitment-ready profiles:

• Kadir Has University – Location
• Medipol University – Strong health and professional programs
• Uskudar University – Behavioral sciences and wellness focus
• Bilgi University – Urban studies, media, and social sciences
• Ozyegin University – Business, engineering, and design

Practical Metrics and KPIs for Recruitment and Program Success

To translate alumni success stories into repeatable results, track the following metrics:

• Outreach and Access KPIs:
  • Number of applicants from targeted communities
  • Scholarship uptake rate
• Academic and Completion KPIs:
  • Course completion rate
  • Progression to degree programs (stacking credentials)
• Employability KPIs:
  • Job placement rate within 6–12 months
  • Employer satisfaction and retention
• Recruitment Performance KPIs:
  • Lead response time
  • Conversion rate by marketing channel
  • Cost per enrolled student

Recommendations for Admissions Teams, HR, and Agencies

• Promote outcomes: Use alumni placement rates and graduate stories prominently in international marketing.
• Invest in short courses and stackable credentials that feed into degree pathways.
• Pursue municipal or foundation partnerships to subsidize access and scholarships.
• Prioritize measurable KPIs and build dashboards for program monitoring.
• Use automation to scale personalized outreach and reduce administrative friction.

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