Remotely
Empowering US startups with unrivaled access to global engineering talent, seamless hiring, and improved retention.
Proven Impact
Business Cases· 10
Electric
Hired 5 Developers Within 5 Months
Electric needed to scale its engineering team across multiple departments, including data platform and core backend, while maintaining high quality standards. The company struggled to find self-motivated, independent developers who could work without constant direction. Hiring managers’ schedules also made it difficult to move quickly through interviews and coordination. Electric used a talent acquisition partner to source and pre-screen developer candidates and to manage the hiring process end to end. The implementation focused on delivering qualified candidates aligned to Electric’s quality bar and role requirements. The partner also streamlined coordination so hiring managers could stay involved without being overloaded. Within the first 5 months, Electric hired 5 developers who integrated successfully across multiple teams and reporting structures. The new hires onboarded rapidly and made strong early contributions. The process moved quickly despite managers’ busy schedules, and the candidate quality led one hiring manager to discontinue other HR partners.
Velma
Delivered Global Hiring Expansion With 5-Year Direct Hire Option
Velma, a seed-stage NYC startup, faced intense competition in hiring and needed to expand their candidate pool beyond the U.S. They lacked international networks and connections in other hiring markets. This made it difficult to identify and secure qualified engineering talent outside their existing reach. Velma implemented a platform that enabled the company to build a global engineering team through direct employment relationships. The solution handled operational complexities including compliance, payroll, and employment law across countries. It also provided equity incentives and included an option to hire talent directly after 5 years. Velma expanded hiring internationally while maintaining direct control over pay, equity, and other employment terms. The company accessed a broader talent pool while preserving timezone overlap. Velma also attracted aligned talent motivated by equity ownership rather than agency-driven candidates.
Pinata
Hired 5 Developers in 1 Month
Pinata, a web3 media management platform for IPFS/blockchain, experienced rapid user growth. It struggled to hire developers at the pace it needed. Multiple recruiters searched for talent, but hiring still lagged. The team risked falling behind product and growth demands. Pinata implemented access to a vetted developer talent pool through an investor introduction from Greylock. This approach streamlined how candidates were sourced and evaluated. The provider also managed remote hiring operations, including payroll, taxes, and benefits. Pinata described the process as surprisingly seamless. In the first month, Pinata hired 5 developers. Hiring pace increased drastically, and candidate quality was described as fantastic. The team continued to grow steadily after the first month. Pinata also awarded sizable off-cycle bonuses to top performers.
Aiwyn
Achieved 2x Engineering Headcount in 12 Months
Aiwyn, a growth-stage FinTech company, needed to rapidly scale its engineering team from 20+ to significantly larger while maintaining quality and company culture in a fully remote environment. The team needed to expand quickly without sacrificing collaboration and standards. They also required a consistent approach to compensation and long-term incentives while hiring at speed. Aiwyn implemented a hiring approach that provided direct hiring control and transparent compensation management, including the ability to offer equity to top performers. Engineers based in LATAM were embedded into integrated “nucleus teams” to support seamless collaboration. The company staffed roles across fullstack, DevOps, QA, and frontend to meet product and operational needs. Over 12 months, Aiwyn doubled its engineering headcount, with 50%+ of hires coming through this channel. They hired 25 engineers across multiple roles who reached productivity within days rather than weeks. Multiple hires earned long-term equity paths with strong retention, and the company realized significant cost savings versus U.S. hiring without compromising on quality.
Azra Games
Hired 3 LATAM Engineers in Under 48 Hours
Azra Games needed to build its core engineering team quickly after raising a $15M seed round. The company struggled to find engineers who combined technical expertise with strong communication skills, business acumen, and team-oriented mindsets. These qualities were essential for collaborative software development. Azra Games implemented a vetted engineering hiring approach supported by a specialized candidate screening process. The process evaluated technical proficiency alongside soft skills and cultural fit. This helped the team identify candidates who met both performance and collaboration requirements. Azra Games hired 3 engineers for its 11-person engineering team in under 48 hours. The hires performed phenomenally. This enabled faster development of the company’s first game, Legions & Legends.
Bluecore
Achieved 25+ Remote Hires and Reduced Time-to-Hire to 33 Days
Bluecore needed to scale its engineering team quickly while maintaining high technical standards and strong cultural fit. U.S.-based hiring was slow, expensive, and difficult in a competitive market. The company required top-tier talent without compromising quality or inflating costs. Bluecore implemented a distributed hiring model that connected the team with Latin American engineers in U.S.-aligned time zones. Candidates underwent rigorous assessments aligned with the same standards used for local employees. The screening emphasized technical depth, communication, and ownership across engineering, project management, and operations. Bluecore made 25+ remote hires across multiple functions. The company reduced time-to-hire from 60 days to 33 days. It achieved 35–50% cost savings per hire versus U.S. salaries, and early hires were promoted to senior roles after 3+ years of tenure.
Minded
Hired 4 Engineers in 2 Months and Doubled the Engineering Team
Minded, a telehealth platform for mental health treatment, needed to transition its MVP from an agency-built solution to an in-house engineering team quickly. The company required rapid hiring of multiple developers to make the shift. It also needed engineers who aligned with startup culture and could work effectively in a remote environment. A remote recruiting and onboarding effort was implemented to build an in-house engineering team. The process sourced developers from Argentina who understood remote work best practices and startup culture. New hires were onboarded to support the transition of the MVP in-house. Four engineers were hired and onboarded within two months, including three engineers from Argentina. Two of the hires became people managers. The engineering team doubled in size within the following year. The hires showed strong remote work habits and cultural alignment with minimal training needed.
Meez
Hired 4 Developers in 4 Months and Avoided 30% Recruiting Fees
Meez, a SaaS platform for professional chefs, needed to build a tech team from scratch while transitioning away from offshore agencies. The CTO faced high U.S. recruiting costs of up to 30% of first-year compensation. The team also had limited time to manage a complex hiring process. Meez implemented a global hiring approach by accessing vetted developer talent and evaluating candidates in parallel with traditional U.S. recruiting firms. Candidates were assessed on technical ability, English proficiency, and cultural fit. The process was structured to reduce the CTO’s burden while maintaining hiring standards. Within four months, Meez hired four developers through the program. The first two hires outperformed U.S. candidates in technical skills, English proficiency, and cultural fit. The overall candidate quality exceeded expectations, with every candidate impressing the CTO compared with prior recruiting methods.
Allurion
Hired 7 Engineers Within 1 Year to Build an In-House Team
Allurion, a growth-stage health tech company, needed to transition from an offshore agency model to an in-house engineering team while building out its digital platform. The company struggled to find qualified developers with sufficient time-zone overlap. Traditional U.S. hiring processes would have taken too long and required significant effort. As a result, the team needed a faster way to identify candidates who fit specific technical requirements. Allurion implemented a structured sourcing and screening approach focused on Central and South America. Pre-screened candidates were provided for mobile, web, full-stack, and data engineering roles. Initial vetting and candidate screening were handled up front to streamline the hiring workflow. The process also included guidance on compliance requirements for GDPR and healthcare-specific regulations. Within the first year, Allurion built an in-house engineering team across Central and South America. The company hired engineers covering mobile, web, full-stack, and data engineering positions. This supported the shift away from an offshore agency model toward a dedicated internal team. The streamlined workflow helped accelerate candidate evaluation and hiring decisions.
AmplifyMD
Hired 7 Engineers in 8 Months and Doubled the Team in 1 Year
AmplifyMD, a virtual care platform for specialty care access, struggled to build an engineering team with the right cultural alignment. Their previous India-based consulting developers lacked engagement with the company’s mission and business context. This created disconnects between day-to-day operations and product development. As a result, the company needed a better way to hire engineers who aligned with its startup culture and remote work expectations. AmplifyMD implemented a hiring approach that connected them with Brazil-based developers who were pre-screened for both technical skills and cultural fit. The process emphasized developing a deep understanding of AmplifyMD’s business context. It also included curating a talent pipeline aligned with the company’s values. This helped ensure new hires could integrate smoothly into remote-first startup workflows. AmplifyMD onboarded 7 engineers within 8 months who matched the company’s culture and remote work best practices. Three engineers from Argentina joined the team, and two later became people managers. The engineering team doubled in size within the following year. The hires demonstrated strong remote work habits and cultural alignment with minimal training needed.
Social Proof
Network Notes
My expectations were exceeded… The caliber of the individuals we've been able to hire through Remotely has been on-par if not even higher than the engineers in New York… with specific, hard-to-find skillsets.
Mahmoud Arram
Co-founder & CTO
They get the same onboarding and we treat them as any other employee.
Tara Sussman
VP of People & Enablement
I've never seen, universally, such a high-quality pool of candidates and talent. Language level was really excellent, the technical skill has been there… everybody has been really good at figuring things out themselves.
Chris Scholz
Director of Engineering (Data)
Since engaging with Remotely, all expectations have been exceeded...not only in recruitment and coordination, but having someone really on top of things who keeps me accountable to mutual goals. Developers hired through Remotely are fully invested in solving problems for end users...mission oriented, which aligns with our team.
Nijay Patel
CTO
The pace at which we were able to acquire developers increased drastically and the quality of candidates has been fantastic.
Matt Ober
Co-founder & CTO
With Remotely, we're hiring people the same way we would if they were in-office. We're making the decisions. We're setting the bar.
Chris Furlong
Co-founder & CTO
The speed with which we were able to start hiring was impressive, extremely impressive. It was vital for us to assemble a team really fast… Remotely accomplished something difficult—providing remote workers that are part of a team, are embedded within the company, and are helping you to build the culture.
Luis Castañeda
Head of Engineering
Almost round one, they brought very good engineers that we hired quickly.
Laurent Pierre
VP of Engineering
The last offer we made…he's one of the best engineering interviews I think I've done in the last five years…Strong technically, crushed it on the coding exam, phenomenal English, great communicator. I have the budget to hire ten people, but you brought twenty-five and I wish I could hire all of them!
Travis Boudreaux
Co-founder & CTO
The candidates Remotely brought forward were already matching that criteria if not above that criteria... It was super helpful in streamlining the process and making it easy for us to react and make decisions quickly on hiring.
Chris Martinez
VP of Engineering
With Remotely, we just got a bunch of great candidates right from the beginning. Interviews went really well and we just decided to bring people on — and it's worked out really well.
David Kider
Engineering Manager
The [candidates] that impressed me the most had come through Remotely...they were actually better than the US candidates that we interviewed! With Remotely it felt like a partnership — they really wanted me to find the right person.
Marylee
CTO
The partnership with Remotely has been going really well so far. It really does feel like a partnership. I think our incentives and motivations are aligned: finding the best long-term talent. Remotely is set up so we have direct access to the pay, the equity, etc. The developers are working for us, but Remotely is setting up all the operations.
Lisa Jiang
CEO
To this day, two of my best hires are from Remotely and they're in Latin America.
Kenny Teng
Alby Co-founder/CTO
About Remotely
About Remotely
Remotely.works helps startups build and retain high-performing, remote engineering squads to scale faster and more competitively.
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HC Score
verified business cases
Social Proof
Solution Details
Historical Performance
My expectations were exceeded
Mahmoud Arram • Co-founder & CTO
“My expectations were exceeded”
My expectations were exceeded… The caliber of the individuals we've been able to hire through Remotely has been on-par if not even higher than the engineers in New York… with specific, hard-to-find skillsets.
Tara Sussman
VP of People & Enablement
They get the same onboarding and we treat them as any other employee.
Chris Scholz
Director of Engineering (Data)
I've never seen, universally, such a high-quality pool of candidates and talent. Language level was really excellent, the technical skill has been there… everybody has been really good at figuring things out themselves.
Nijay Patel
CTO
Since engaging with Remotely, all expectations have been exceeded...not only in recruitment and coordination, but having someone really on top of things who keeps me accountable to mutual goals. Developers hired through Remotely are fully invested in solving problems for end users...mission oriented, which aligns with our team.
Matt Ober
Co-founder & CTO
The pace at which we were able to acquire developers increased drastically and the quality of candidates has been fantastic.
Chris Furlong
Co-founder & CTO
With Remotely, we're hiring people the same way we would if they were in-office. We're making the decisions. We're setting the bar.
Luis Castañeda
Head of Engineering
The speed with which we were able to start hiring was impressive, extremely impressive. It was vital for us to assemble a team really fast… Remotely accomplished something difficult—providing remote workers that are part of a team, are embedded within the company, and are helping you to build the culture.
Laurent Pierre
VP of Engineering
Almost round one, they brought very good engineers that we hired quickly.
Travis Boudreaux
Co-founder & CTO
The last offer we made…he's one of the best engineering interviews I think I've done in the last five years…Strong technically, crushed it on the coding exam, phenomenal English, great communicator. I have the budget to hire ten people, but you brought twenty-five and I wish I could hire all of them!
Chris Martinez
VP of Engineering
The candidates Remotely brought forward were already matching that criteria if not above that criteria... It was super helpful in streamlining the process and making it easy for us to react and make decisions quickly on hiring.
David Kider
Engineering Manager
With Remotely, we just got a bunch of great candidates right from the beginning. Interviews went really well and we just decided to bring people on — and it's worked out really well.
Marylee
CTO
The [candidates] that impressed me the most had come through Remotely...they were actually better than the US candidates that we interviewed! With Remotely it felt like a partnership — they really wanted me to find the right person.
Lisa Jiang
CEO
The partnership with Remotely has been going really well so far. It really does feel like a partnership. I think our incentives and motivations are aligned: finding the best long-term talent. Remotely is set up so we have direct access to the pay, the equity, etc. The developers are working for us, but Remotely is setting up all the operations.
Kenny Teng
Alby Co-founder/CTO
To this day, two of my best hires are from Remotely and they're in Latin America.
Ranked #1 on the Kudos Leaderboard
Remotely has earned the #1 spot on the Human Cloud Kudos Leaderboard, placing in the top 5% of kudos across all solutions. Recognition includes upvotes, shortlists, business cases, and deployments.
Hired 5 Developers Within 5 Months
Electric
Electric needed to scale its engineering team across multiple departments, including data platform and core backend, while maintaining high quality standards. The company struggled to find self-motivated, independent developers who could work without constant direction. Hiring managers’ schedules also made it difficult to move quickly through interviews and coordination. Electric used a talent acquisition partner to source and pre-screen developer candidates and to manage the hiring process end to end. The implementation focused on delivering qualified candidates aligned to Electric’s quality bar and role requirements. The partner also streamlined coordination so hiring managers could stay involved without being overloaded. Within the first 5 months, Electric hired 5 developers who integrated successfully across multiple teams and reporting structures. The new hires onboarded rapidly and made strong early contributions. The process moved quickly despite managers’ busy schedules, and the candidate quality led one hiring manager to discontinue other HR partners.
- 5 developers hired within 5 months
Skills
Project Details
Delivered Global Hiring Expansion With 5-Year Direct Hire Option
Velma
Velma, a seed-stage NYC startup, faced intense competition in hiring and needed to expand their candidate pool beyond the U.S. They lacked international networks and connections in other hiring markets. This made it difficult to identify and secure qualified engineering talent outside their existing reach. Velma implemented a platform that enabled the company to build a global engineering team through direct employment relationships. The solution handled operational complexities including compliance, payroll, and employment law across countries. It also provided equity incentives and included an option to hire talent directly after 5 years. Velma expanded hiring internationally while maintaining direct control over pay, equity, and other employment terms. The company accessed a broader talent pool while preserving timezone overlap. Velma also attracted aligned talent motivated by equity ownership rather than agency-driven candidates.
- 5-year direct hire option
Skills
Project Details
Hired 5 Developers in 1 Month
Pinata
Pinata, a web3 media management platform for IPFS/blockchain, experienced rapid user growth. It struggled to hire developers at the pace it needed. Multiple recruiters searched for talent, but hiring still lagged. The team risked falling behind product and growth demands. Pinata implemented access to a vetted developer talent pool through an investor introduction from Greylock. This approach streamlined how candidates were sourced and evaluated. The provider also managed remote hiring operations, including payroll, taxes, and benefits. Pinata described the process as surprisingly seamless. In the first month, Pinata hired 5 developers. Hiring pace increased drastically, and candidate quality was described as fantastic. The team continued to grow steadily after the first month. Pinata also awarded sizable off-cycle bonuses to top performers.
- 5 developers hired in 1 month
Skills
Project Details
Achieved 2x Engineering Headcount in 12 Months
Aiwyn
Aiwyn, a growth-stage FinTech company, needed to rapidly scale its engineering team from 20+ to significantly larger while maintaining quality and company culture in a fully remote environment. The team needed to expand quickly without sacrificing collaboration and standards. They also required a consistent approach to compensation and long-term incentives while hiring at speed. Aiwyn implemented a hiring approach that provided direct hiring control and transparent compensation management, including the ability to offer equity to top performers. Engineers based in LATAM were embedded into integrated “nucleus teams” to support seamless collaboration. The company staffed roles across fullstack, DevOps, QA, and frontend to meet product and operational needs. Over 12 months, Aiwyn doubled its engineering headcount, with 50%+ of hires coming through this channel. They hired 25 engineers across multiple roles who reached productivity within days rather than weeks. Multiple hires earned long-term equity paths with strong retention, and the company realized significant cost savings versus U.S. hiring without compromising on quality.
- 2x engineering headcount in 12 months
- 50%+ of new hires via the hiring partner
- 25 engineers hired across fullstack, DevOps, QA, and frontend roles
Skills
Project Details
Hired 3 LATAM Engineers in Under 48 Hours
Azra Games
Azra Games needed to build its core engineering team quickly after raising a $15M seed round. The company struggled to find engineers who combined technical expertise with strong communication skills, business acumen, and team-oriented mindsets. These qualities were essential for collaborative software development. Azra Games implemented a vetted engineering hiring approach supported by a specialized candidate screening process. The process evaluated technical proficiency alongside soft skills and cultural fit. This helped the team identify candidates who met both performance and collaboration requirements. Azra Games hired 3 engineers for its 11-person engineering team in under 48 hours. The hires performed phenomenally. This enabled faster development of the company’s first game, Legions & Legends.
- 3 engineers hired for 11-person team
- 3 LATAM engineers hired in under 48 hours
- $15M seed round supported
Skills
Project Details
Achieved 25+ Remote Hires and Reduced Time-to-Hire to 33 Days
Bluecore
Bluecore needed to scale its engineering team quickly while maintaining high technical standards and strong cultural fit. U.S.-based hiring was slow, expensive, and difficult in a competitive market. The company required top-tier talent without compromising quality or inflating costs. Bluecore implemented a distributed hiring model that connected the team with Latin American engineers in U.S.-aligned time zones. Candidates underwent rigorous assessments aligned with the same standards used for local employees. The screening emphasized technical depth, communication, and ownership across engineering, project management, and operations. Bluecore made 25+ remote hires across multiple functions. The company reduced time-to-hire from 60 days to 33 days. It achieved 35–50% cost savings per hire versus U.S. salaries, and early hires were promoted to senior roles after 3+ years of tenure.
- 25+ remote hires across engineering, project management, and operations
- 60 to 33 days time-to-hire reduction
- 35–50% cost savings per hire versus U.S. salaries
- 3+ years tenure for early hires promoted to senior roles
Skills
Project Details
Hired 4 Engineers in 2 Months and Doubled the Engineering Team
Minded
Minded, a telehealth platform for mental health treatment, needed to transition its MVP from an agency-built solution to an in-house engineering team quickly. The company required rapid hiring of multiple developers to make the shift. It also needed engineers who aligned with startup culture and could work effectively in a remote environment. A remote recruiting and onboarding effort was implemented to build an in-house engineering team. The process sourced developers from Argentina who understood remote work best practices and startup culture. New hires were onboarded to support the transition of the MVP in-house. Four engineers were hired and onboarded within two months, including three engineers from Argentina. Two of the hires became people managers. The engineering team doubled in size within the following year. The hires showed strong remote work habits and cultural alignment with minimal training needed.
- 4 engineers hired within 2 months
- 3 engineers hired from Argentina
- 2 hires promoted to people managers
- 2x engineering team size within the following year
Skills
Project Details
Hired 4 Developers in 4 Months and Avoided 30% Recruiting Fees
Meez
Meez, a SaaS platform for professional chefs, needed to build a tech team from scratch while transitioning away from offshore agencies. The CTO faced high U.S. recruiting costs of up to 30% of first-year compensation. The team also had limited time to manage a complex hiring process. Meez implemented a global hiring approach by accessing vetted developer talent and evaluating candidates in parallel with traditional U.S. recruiting firms. Candidates were assessed on technical ability, English proficiency, and cultural fit. The process was structured to reduce the CTO’s burden while maintaining hiring standards. Within four months, Meez hired four developers through the program. The first two hires outperformed U.S. candidates in technical skills, English proficiency, and cultural fit. The overall candidate quality exceeded expectations, with every candidate impressing the CTO compared with prior recruiting methods.
- 4 developers hired in 4 months
- 30% recruiting fees avoided
Skills
Project Details
Hired 7 Engineers Within 1 Year to Build an In-House Team
Allurion
Allurion, a growth-stage health tech company, needed to transition from an offshore agency model to an in-house engineering team while building out its digital platform. The company struggled to find qualified developers with sufficient time-zone overlap. Traditional U.S. hiring processes would have taken too long and required significant effort. As a result, the team needed a faster way to identify candidates who fit specific technical requirements. Allurion implemented a structured sourcing and screening approach focused on Central and South America. Pre-screened candidates were provided for mobile, web, full-stack, and data engineering roles. Initial vetting and candidate screening were handled up front to streamline the hiring workflow. The process also included guidance on compliance requirements for GDPR and healthcare-specific regulations. Within the first year, Allurion built an in-house engineering team across Central and South America. The company hired engineers covering mobile, web, full-stack, and data engineering positions. This supported the shift away from an offshore agency model toward a dedicated internal team. The streamlined workflow helped accelerate candidate evaluation and hiring decisions.
- 7 engineers hired within 1 year
Skills
Project Details
Hired 7 Engineers in 8 Months and Doubled the Team in 1 Year
AmplifyMD
AmplifyMD, a virtual care platform for specialty care access, struggled to build an engineering team with the right cultural alignment. Their previous India-based consulting developers lacked engagement with the company’s mission and business context. This created disconnects between day-to-day operations and product development. As a result, the company needed a better way to hire engineers who aligned with its startup culture and remote work expectations. AmplifyMD implemented a hiring approach that connected them with Brazil-based developers who were pre-screened for both technical skills and cultural fit. The process emphasized developing a deep understanding of AmplifyMD’s business context. It also included curating a talent pipeline aligned with the company’s values. This helped ensure new hires could integrate smoothly into remote-first startup workflows. AmplifyMD onboarded 7 engineers within 8 months who matched the company’s culture and remote work best practices. Three engineers from Argentina joined the team, and two later became people managers. The engineering team doubled in size within the following year. The hires demonstrated strong remote work habits and cultural alignment with minimal training needed.
- 7 engineers onboarded in 8 months
- 3 engineers hired from Argentina
- 2 hires promoted to people managers
- 1 engineering team doubling achieved in the following year
Skills
Project Details