The V.I.E program in retrospect: feedback from Quentin
While some V.I.E candidates choose to go back to France at the end of the program, others find great opportunities to keep working for their host companies as was the case for Quentin, who shares his experience in this article.
Getting the ball rolling with the V.I.E Program
With a background in computer science and several years of experience as a project manager, Quentin switched to a business development role when joining ACENSI. After participating in several agency creations in France, he came to Montreal as a V.I.E contract in 2018.
ACENSI’s subsidiary in Canada was facing some challenges before Quentin joined the team. As a V.I.E, he was responsible for developing ACENSI’s business in Montreal and opening a new subsidiary (legal, accounting, etc.), with a long-term development perspective.
After a first year focused on rebuilding the company main business activity, he started strengthening the team. Despite the complicated COVID-19 context, Quentin managed to solidify the foundations and set up a strategy to continue to accompany customers on IT issues in Montreal, thereby growing the company’s workforce from 18 to 120 people in 2022.
This success enabled Quentin to quickly take over ACENSI’s development in North America. Today, his role includes more management responsibilities and less business development as the company continues scaling up.
A cloudy day is no match for a sunny disposition
All experiences abroad can bring unexpected challenges and a V.I.E assignment is no exception. While difficult at times, these ups and downs are tremendous learning opportunities for international professionals. For Quentin, the biggest challenge has been to find a business development “recipe” that works in Montreal. At first, he tried to apply the strategy he had been using in France. After all, if it worked on the other side of the Atlantic, why wouldn’t it be successful here?
This new position as a Vice-President reenforced his perception that business was done very differently in Quebec, in Canada and overall in North America. Speaking the same language does not equate to having the same culture. Especially in the IT sector, where projects decisions are taken extremely quickly.
To find solutions, Quentin took a step back and started observing his local peers. He realized that business is done at a much faster pace in North America than in France: “You have to be extremely proactive to achieve things.” For example, it is fine to reply to an email after 3 business days in France, but you need to reply within the same half-day to close a deal in North America.
Nowadays, Quentin makes sure that the young professionals joining his team under a V.I.E contract receive the appropriate training about cultural differences to help them save a lot of time and energy while fulfilling their assignments.
The V.I.E program: a booster for career growth
In Quentin’s opinion, the V.I.E program was the opportunity he needed to expand his professional horizons. Thanks to it, he built a new life and grew his career much faster than he could have in France.
“In Canada, people have the opportunity to build a career and get responsibilities a bit earlier in their career than in France.”
When Quentin first moved to Montreal, there was a huge shift in the management team, and a high turnover rate. As a result, he invested himself in the recruitment process of a new team and ended up having even more responsibilities than expected. The situation seemed challenging at first, but Quentin remained tenacious and patient; capitalizing on the opportunities that he was offered.
To this day, the subsidiary’s growth is Quentin’s greatest pride. Anchoring ACENSI in Montreal has been a long yet rewarding journey. Proof that he has succeeded comes whenever he meets new people, and hears: “Oh! I know ACENSI, I talked to your colleague last week.”
What’s next?
Convinced that the V.I.E program is a great transition between French and North American working environments, Quentin eventually became an ambassador of sorts for the program. Every year, ACENSI recruits between 50 and 70 candidates. The company, eager to provide comfortable working conditions, adapts to the young professionals’ needs and provides support when necessary, such as helping them find housing or assisting with the move, and most of all offering them the best employee experience possible!
