For Manshuk Ahmetzhan, a certified HR Specialist with international expertise, understanding neurodiversity didn’t begin with her own diagnosis, but with her son’s.
During the pandemic, like many parents, she faced sudden disruption. Schools and daycares closed, and her family found themselves locked down in a small apartment.
“At first, I thought I was failing as a mom,” she recalls. “My 3-year-old son and I were both distracted and overwhelmed. Even my neurotypical husband struggled. Everyone was.”
When her son was later formally diagnosed with ADHD, the experience became a mirror. She began to recognize her own patterns, traits she had carried since childhood.
“He’s a copy of me behaviorally,” she reflects. “When I was his age, I didn’t struggle academically, but I did struggle with behaviors that weren’t well understood back then.”
Growing up in Kazakhstan, ADHD was never discussed. Academic achievement was non-negotiable. Manshuk excelled in the subjects that sparked her interest, often becoming a perfectionist, but in areas where interest lagged sustaining focus was harder.
“Looking back, I see why so many neurodivergent people shine so brightly,” she says. “When we care about something, we go deep and perform at a very high level. Interest drives excellence.”
A Career Interrupted and a Turning Point
After moving to Canada and earning a graduate diploma from McGill University, Manshuk joined a global financial firm. The culture was highly structured and traditional, and flexibility was scarce.
When remote work began during COVID, the pressure intensified. She became the first point of contact for employees whose requests suddenly doubled or tripled, yet she had to manage this volume with the same team size using personal equipment that wasn’t fit for professional use.
One day, when her computer froze during a team call, her manager joked she had stepped away for coffee. The team laughed; she didn’t.
“After months of consistent performance and never requesting time off, I believed my reliability was clear,” she reflects. “However, in the absence of trust, even minor technical issues can be misinterpreted as a lack of engagement.”
Eventually, she was let go for “lack of attention to detail.” The decision caught her by surprise, she had always received praise for her work quality and commitment. It became clear that the real issue was not her performance, but a cultural misfit.
Redefining Success Through Entrepreneurship
Rather than accept rigid systems, Manshuk decided to build her own. In 2022, after passing a rigorous HR certification exam and gaining additional HR experience, she launched Phrcert.com, a platform designed to make HR certification preparation accessible to real professionals, especially those balancing demanding jobs, family responsibilities, and neurodivergent thinking styles.
“When I create content, I think of people like me and my son,” she explains. “We need resources that are structured but flexible, challenging but achievable, and always clear.”
Her methodology emphasizes:
- 15-minute micro-learning sprints instead of unsustainable marathon sessions
- Visual study tools that engage memory better than dense PDFs
- Scenario-based questions that mirror real HR decision-making
- Positive, guilt-free prep systems designed for momentum, not shame
Her goal: to change not only pass rates, but also how professionals experience learning.
Living with ADHD: Tools and Strategies
In her own work, Manshuk uses systems to channel her energy productively:
- Time-blocking calendars to give structure to her days
- The Eisenhower priority matrix to separate “urgent vs. important”
- Project management tools like Asana for professional tasks and Monday.com for personal planning
“I keep my personal and professional systems separate,” she adds. “That separation helps me stay present in both worlds.”
A Message to Employers
Her leadership philosophy is straightforward: trust over punishment, flexibility over rigidity.
“Employees shouldn’t need a doctor’s note to deserve flexibility,” she says. “We should review every request with empathy and create cultures where people feel safe to ask for what they need.”
She stresses that neurodivergent employees don’t need “special treatment.” They need support, and leaders who assume good intent.
“When leaders model empathy and transparency, the entire culture shifts. Inclusion starts at the top.”
Final Thoughts: Rest and Restlessness
To explain ADHD, Manshuk offers a metaphor:
“Imagine spending a week in a forest with no internet. A neurotypical person might rest. Someone with ADHD will start building, executing, and exhausting themselves. The mind rarely rests. That’s why planning, routine and support matter so much.”
To learn more about her services and initiatives, you can visit her website at www.phrcert.com or connect with her directly on LinkedIn.