Amelia TremblayChief Executive Officer

Personal correspondence

Amelia Tremblay

Chief Executive Officer Canada

The service starts when the project team leaves.

The first support incident I remember clearly was not a technical outage. A client employee needed to complete a routine administrative step after a software installation, but the person who had demonstrated it was no longer on site. There was a manual, and the manual described a screen the employee could not see. I was new to the support team. My instinct was to locate the correct screen. A more experienced colleague asked why our record did not tell us which version the client was using. That was the more consequential question.

A handover succeeds when the receiving team can explain and perform the work without borrowing the departing team indefinitely. I ask people to demonstrate that ability while there is still time to change the arrangement. A signed completion record is useful, but it cannot answer the next operational question for them.

Recognised company revenue
C$88m
2025, after the planned resale exit
Colleagues
620
June 2026; seven executive direct reports
Contracted organisations
64
Canadian regional public-service clients, June 2026

A record of service

2021–present
Chief Executive OfficerVelmoraine Systems
2016–2020
Chief Operating OfficerVelmoraine Systems
2009–2015
Director of Service TransitionVelmoraine Systems
2003–2009
Implementation ManagerTelbracken Software
1997–2002
Systems Support AnalystTelbracken Software
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I run an IT-services business around the knowledge a client must still be able to use after a transition is declared finished.

I am chief executive of Velmoraine Systems, a Canadian IT-services company supporting regional public-service organisations and their administrative teams. Our 620 colleagues work across service transition, technical support and operational documentation. We serve 64 contracted organisations and recorded C$88 million of revenue in 2025. These figures describe the company I lead; they do not imply that I personally delivered every engagement. My responsibility is to make the commercial promise, the staffing model and the client's ability to operate after a project agree with each other.

My first job was on a support desk, where I learnt that a successful installation could still leave the person answering a customer's call without a usable explanation. The answer might exist in a project folder, but that was little comfort if its author had moved on and nobody could tell which version applied. I later managed implementation teams, service transitions and operations. Each role brought me closer to the point where a temporary project organisation hands responsibility to people who must live with its decisions every day.

Across operating leadership and the CEO role, I have changed how we price knowledge transfer, stopped describing language coverage through a blended staffing average and reduced a resale activity that obscured the economics of our service work. Those decisions have not all increased reported revenue. They have helped us identify which commitments we can sustain without depending on a few colleagues who know how to rescue an incomplete handover. I want their experience to improve the system, not become the invisible condition on which every service promise rests.

A handover period with a stated owner

We priced six weeks of transition support separately in a twelve-engagement pilot rather than treating it as unplanned goodwill. Nine clients chose the full option, two chose a reduced scope and one postponed its transition.

Language coverage measured when it is needed

We replaced an overall bilingual-headcount measure with a view of the people available in each contracted support window. Two windows required a different staffing arrangement despite an apparently sufficient company-wide total.

Revenue reduced deliberately

We let C$11 million of low-contribution licence resale expire over two years while retaining the associated support relationships where clients wanted them. The decision reduced gross revenue and required a separate explanation of service contribution.

Current focus

I am working on the quality of operational documentation when an experienced client employee leaves. The test is whether another authorised colleague can use the record, not whether a document exists in the agreed repository.

Conversations I welcome

I would consider one external board role in a service organisation with a substantial transition or succession challenge. Any discussion would require employer clearance, a conflict review and a credible allowance for work between scheduled meetings.

The leadership record

Trusted with consequential decisions.

Formation

  • Diploma in computer systemsAvermont Technical College · 1997
Amelia kept the founder’s objection to the resale exit in the board record and chose measures that could test it. When four clients moved their support, she brought that result back without disguising the loss.
Celine VarenquillChair, Velmoraine Systems
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Contact

I would consider one external board role in a service organisation with a substantial transition or succession challenge. Any discussion would require employer clearance, a conflict review and a credible allowance for work between scheduled meetings.

  • Board appointments