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Rafał Radziszewski
Founder, FluencyRank
Warsaw, Poland
Rafał Radziszewski is the founder of FluencyRank, a B2B workplace AI fluency training and readiness platform. He is based in Warsaw and builds the product for approved company workspaces through guided B2B evaluations, founder-led onboarding, and paid customer rollouts with HR, L&D, and operations leaders.
He is a Senior Director of Engineering and Poland Site Lead at Haptiq, where he has supported local site leadership and growth of the Polish organization from roughly 20 to nearly 60 people while delivering Olympus — a FinTech platform for private credit, investment operations, settlements, reporting, and portfolio workflows.
Earlier he led engineering teams as Engineering Manager at Toyota Material Handling Sweden (platform modernization alongside production stability) and as Engineering Manager / API Coordinator at Novartis, leading a distributed cross-functional team across multiple countries.
As a consulting and outsourcing team leader with ProData Consult and 7N, he led delivery for ERGO Digital IT insurance portals (German market), Spiellenhallen Denmark, and a Schneider Electric migration program — combining people leadership with hands-on .NET delivery in client environments.
As a Senior .NET Developer he delivered retail and corporate banking systems at Bank Millennium (including mentoring and onboarding), with earlier e-commerce and business software roles at Tech Data / RUCH and Connectis / Omega.
His current focus spans practical AI enablement — AI-assisted engineering productivity and quality in the SDLC — and helping non-engineering workplace teams build daily AI fluency habits under organizational governance, which is the mission behind FluencyRank.
Focus areas
- Workplace AI fluency and readiness for HR / L&D
- Engineering leadership and multi-team delivery
- FinTech, banking, and enterprise platform delivery
- Consulting / outsourcing team leadership
- Practical AI enablement (not tool rollouts alone)
Highlights
- Senior Director of Engineering & Poland Site Lead at Haptiq — scaled the Polish org ~20→~60; FinTech Olympus (private credit / investment ops)
- Engineering Manager at Toyota Material Handling Sweden — modernization MVP to production while keeping legacy systems stable
- Engineering Manager / API Coordinator at Novartis — distributed .NET/iOS team across eight countries
- Team leadership via ProData Consult and 7N (outsourcing / consulting) for ERGO, Spiellenhallen, and Schneider Electric
- Senior .NET Developer at Bank Millennium — retail and corporate banking systems; mentor for new joiners
- Founder of FluencyRank — guided B2B evaluations, approved workspaces, and customer rollouts for workforce AI fluency
Experience
Jul 2025 – Present
Senior Director of Engineering | Poland Site Lead — Haptiq
Local technology leadership and Poland business-unit setup; multi-team delivery for Olympus (private credit, settlements, reporting, portfolio workflows); AI-assisted engineering practices.
Jan 2022 – Feb 2025
Engineering Manager / Team Leader — Toyota Material Handling Sweden
Multiple development teams including QA and maintenance; legacy stability plus modernization to .NET Core, React, microservices, and cloud.
Jul 2020 – Jan 2022
Engineering Manager / API Coordinator — Novartis
End-to-end delivery for internal business systems; led six .NET and iOS developers across Switzerland, Czech Republic, Ireland, Germany, India, Ukraine, Spain, and Israel.
Nov 2018 – Jul 2020
Team Leader / Full Stack Developer — ERGO Digital IT via ProData Consult
Led four frontend developers in SAFe/Scrum on insurance support portals for the German market; AWS migration and CI automation.
Oct 2017 – Nov 2018
Team Leader / Senior .NET Developer — Spiellenhallen Denmark via ProData Consult
Led three full-stack developers building a queue system for gambling-game operations (.NET, RabbitMQ, WCF).
Oct 2016 – Oct 2017
Consultant — Architect / Senior .NET Developer / Scrum Master — 7N (Schneider Electric engagement)
Led four full-stack developers migrating Lotus Notes applications to Microsoft technologies; mentoring and evaluation support.
Dec 2010 – Oct 2016
Senior .NET Developer — Tech Data / RUCH S.A. / Bank Millennium
E-commerce, courier integration, and retail & corporate banking systems; buddy and mentor for onboarding at Bank Millennium.
Sep 2008 – Nov 2010
C# / .NET / SQL Developer — Connectis / Omega Systemy Komputerowe
Business and medical software on .NET, Windows Forms, ASP.NET, and MSSQL.
Certifications & training
- Using AI in Business Development — Google Umiejętności Jutra AI Program (educational partner: SGH Warsaw School of Economics), 2025
- Career Essentials in Generative AI — Microsoft & LinkedIn, 2024
- Creating Your IT Strategy — NASBA, 2024
- Data Analytics for Business Professionals — NASBA, 2024
- ServiceNow IT Leadership Professional Certificate — ServiceNow, 2024
- Coaching Skills for Leaders and Managers — Project Management Institute, 2024
- Docker Foundations Professional Certificate — Docker, 2024
- Certified SAFe 4 Practitioner — Scaled Agile, 2019 (expired 2020; historical)
Languages: English (professional working proficiency); German (elementary); Polish (native)
Writing
- UK workplace practice packs: build practice evidence before 30 October 2026 — with clear non-claims.
30 October 2026 is ERA sexual-harassment reform. FluencyRank ships a separate ERA practice pack alongside named-policy Duty drills. Practice evidence for teams — not “satisfies all reasonable steps.”
- What 40+ real AI literacy initiatives reveal about how organisations train for AI.
Across the EU Living Repository, mature programmes look like baseline plus role depth plus governance — not a one-off course. Inclusion is not compliance, and not an endorsement of FluencyRank.
- An AI memo is a draft. Counsel still owns the conclusion.
Legal-adjacent AI literacy is source checks, privilege hygiene, and escalation — FluencyRank is not legal advice and not an Article 4 certificate.
- A polished campaign draft is not approval to publish.
Marketing AI literacy is claims, data boundaries, and a human before the CMS queue — not a longer prompt for on-brand copy.
- The next literacy gap is supervising AI work, not writing a longer prompt.
Employees already ship chained drafts. Fluency is knowing when to automate, when to keep a human in the loop, and when to stop — not learning a framework.
- Continuous AI readiness is a loop, not a workshop.
Seats, Friday workshops, and a once-a-year quiz decay. Readiness holds when teams baseline, practice in real work, keep evidence, and improve on a cadence.
- Employees copy managers, not the AI workshop.
If managers treat AI as an L&D side project, daily practice dies. Fluency sticks when leaders do the same short workplace challenges in the open.
- AI fluency measurement checklist for HR
Adoption dashboards show reach. Practice shows fluency. Use this checklist to measure verification habits and role coverage — without certificate theater or employment scoring.
- The market wants AI fluency — not another course catalog.
Job-market demand for AI fluency skills has multiplied. Most organizations still respond with education programs that never redesign work. Fluency is practiced judgment, not video completion.
- Passive AI reading will not build metaknowledge.
Text-only AI training can leave people less aware of what they do not know. Structured practice with feedback builds literacy — and the metaknowledge to use AI carefully at work.
- Define the role standard before you buy another AI course.
Organizations deploy AI tools without role-level capability targets. Employees then have nothing concrete to train toward — and managers have nothing to coach.
- Course completion is a weak fluency signal.
Finishing training mostly measures attendance. Token and prompt leaderboards can reward volume over judgment. Here is a more honest measurement stack.
- Article 4 wants documented effort by role — not theater certificates.
Commission guidance frames AI literacy as supporting development with measures by role and context — not one “sufficient” score for everyone. Theater certificates still miss the point.
- Your AI email looks perfect. That is the problem.
Polished AI drafts reduce verification. In workplace email and reports, that is exactly when mistakes reach customers — unless teams practice discernment daily.
- Measure practice and outcomes — not vanity adoption.
Login counts, message volume, and comfort surveys do not tell you who practiced verification this week. Here is a more honest measurement set for HR and L&D.
- AI literacy is not AI fluency.
Understanding tools creates awareness. Fluency shows up when people direct, verify, iterate, and collaborate with AI in real workflows — under your organization’s rules.