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, creating disconnects between daily operations and product development. Remotely connected AmplifyMD with Brazilian-based developers who were pre-screened for both technical skills and cultural fit. The service included deep business understanding and talent pipeline curation aligned with company values. AmplifyMD onboarded 7 engineers within 8 months who understood remote work best practices and startup culture. Three engineers from Argentina joined, with two becoming people managers. The engineering team doubled in size within the following year, with hires demonstrating strong remote work habits and cultural alignment with minimal training needed.

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Electric needed to scale their engineering team across multiple departments including data platform and core backend while maintaining high quality standards. The company faced difficulties finding self-motivated, independent developers who could work without constant direction. Remotely served as a talent acquisition partner, providing pre-screened developer candidates and managing the hiring process efficiently. Within the first 5 months, Electric hired 5 developers through Remotely who integrated successfully across multiple teams and reporting structures. The developers demonstrated rapid onboarding with strong early contributions, and the process moved quickly despite hiring managers' busy schedules. The quality of candidates was so high that one hiring manager discontinued other HR partners to work exclusively with Remotely.

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Bluecore, a growth-stage MarTech company, needed to scale their engineering team rapidly while maintaining high technical standards and 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. Remotely supplied a distributed hiring model, connecting Bluecore with Latin American engineers in U.S.-aligned time zones. All candidates underwent rigorous assessments matching local employee standards, focusing on technical depth, communication, and ownership. Bluecore made 25+ remote hires across engineering, project management, and operations, reduced time-to-hire from 60 days to 33 days, and achieved 35-50% cost savings per hire versus U.S. salaries. Early hires were promoted to senior roles after 3+ years of tenure.

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Velma, a seed-stage NYC startup, faced intense competition in hiring and needed to expand their candidate pool beyond the U.S. while lacking international networks and connections in other hiring markets. Remotely enabled Velma to build a global engineering team with direct employment relationships, handling operational complexities including compliance, payroll, and employment law. The platform offers equity incentives and the option to hire talent directly after 5 years. Velma successfully expanded hiring internationally with aligned talent motivated by equity ownership rather than agency-focused candidates. The company gained access to a broader talent pool with preserved timezone overlap and direct control over pay, equity, and other employment terms.

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Aiwyn, a growth-stage FinTech company, needed to rapidly scale their engineering team from 20+ to significantly larger while maintaining quality and company culture in a fully remote environment. Remotely provided direct hiring control, transparent compensation management, and the ability to offer equity to top performers. LATAM-based engineers were embedded into integrated 'nucleus teams' for seamless collaboration. Over 12 months, Aiwyn doubled their engineering headcount with 50%+ of hires coming through Remotely. They hired 25 engineers across fullstack, DevOps, QA, and frontend roles who achieved productivity within days rather than weeks. Multiple Remotely hires earned long-term equity paths with strong retention, while the company achieved significant cost savings versus U.S. hiring without compromising on quality.

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Pinata, a web3 media management platform for IPFS/blockchain, experienced rapid user growth but struggled to hire developers at the needed pace despite having multiple recruiters searching for talent. Remotely provided access to a vetted developer talent pool, introduced through investor Greylock. In the first month alone, Pinata hired 5 Remotely developers, with continued steady team growth thereafter. The pace of developer acquisition increased drastically, and the quality of candidates was fantastic. Pinata awarded sizable off-cycle bonuses to top performers. Remotely also handled complex operational challenges including payroll, taxes, and benefits for remote hiring, which Pinata found surprisingly seamless.

Skills

Project Details

Aiwyn, a growth-stage FinTech company, needed to rapidly scale their engineering team from 20+ to significantly larger while maintaining quality and company culture in a fully remote environment. Remotely provided direct hiring control, transparent compensation management, and the ability to offer equity to top performers. LATAM-based engineers were embedded into integrated 'nucleus teams' for seamless collaboration. Over 12 months, Aiwyn doubled their engineering headcount with 50%+ of hires coming through Remotely. They hired 25 engineers across fullstack, DevOps, QA, and frontend roles who achieved productivity within days rather than weeks. Multiple Remotely hires earned long-term equity paths with strong retention, while the company achieved significant cost savings versus U.S. hiring without compromising on quality.

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Allurion, a growth-stage health tech company, needed to transition from an offshore agency model to an in-house engineering team while building out their digital platform. They faced difficulty finding qualified developers with appropriate time-zone overlap without resorting to time-consuming traditional U.S. hiring processes. Remotely provided pre-screened, qualified candidates matching Allurion's specific technical requirements including mobile, web, full-stack, and data engineering roles. The platform handled initial vetting and candidate screening, streamlining the hiring workflow, and provided guidance on compliance requirements for GDPR and healthcare-specific regulations. Within the first year, Allurion built a team of 7 engineers based across Central and South America through Remotely, covering mobile, web, full-stack, and data engineering positions.

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Minded, a telehealth platform for mental health treatment, needed to transition their MVP from an agency-built solution to an in-house engineering team quickly, requiring rapid hiring of multiple developers. Remotely recruited and onboarded remote engineers, ultimately hiring developers from Argentina who understood remote work best practices and startup culture. Four engineers were hired and onboarded within two months, with three engineers from Argentina joining. Two of these hires became people managers, and the engineering team doubled in size within the following year. The hires demonstrated strong remote work habits and cultural alignment with minimal training needed.

Skills

Project Details

Allurion, a growth-stage health tech company, needed to transition from an offshore agency model to an in-house engineering team while building out their digital platform. They faced difficulty finding qualified developers with appropriate time-zone overlap without resorting to time-consuming traditional U.S. hiring processes. Remotely provided pre-screened, qualified candidates matching Allurion's specific technical requirements including mobile, web, full-stack, and data engineering roles. The platform handled initial vetting and candidate screening, streamlining the hiring workflow, and provided guidance on compliance requirements for GDPR and healthcare-specific regulations. Within the first year, Allurion built a team of 7 engineers based across Central and South America through Remotely, covering mobile, web, full-stack, and data engineering positions.

Skills

Project Details

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, creating disconnects between daily operations and product development. Remotely connected AmplifyMD with Brazilian-based developers who were pre-screened for both technical skills and cultural fit. The service included deep business understanding and talent pipeline curation aligned with company values. AmplifyMD onboarded 7 engineers within 8 months who understood remote work best practices and startup culture. Three engineers from Argentina joined, with two becoming people managers. The engineering team doubled in size within the following year, with hires demonstrating strong remote work habits and cultural alignment with minimal training needed.

Skills

Project Details

Azra Games needed to build its core engineering team quickly after raising a $15M seed round. The company faced difficulty finding engineers who combined technical expertise with strong communication skills, business acumen, and team-oriented mindsets—qualities essential for collaborative software development. Remotely connected Azra with vetted engineering talent, leveraging their specialized candidate screening process that evaluates not just technical proficiency but also soft skills and cultural fit. Azra hired 3 engineers through Remotely for an 11-person engineering team, all performing phenomenally. This enabled acceleration of development for their first game, Legions & Legends.

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Bluecore, a growth-stage MarTech company, needed to scale their engineering team rapidly while maintaining high technical standards and 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. Remotely supplied a distributed hiring model, connecting Bluecore with Latin American engineers in U.S.-aligned time zones. All candidates underwent rigorous assessments matching local employee standards, focusing on technical depth, communication, and ownership. Bluecore made 25+ remote hires across engineering, project management, and operations, reduced time-to-hire from 60 days to 33 days, and achieved 35-50% cost savings per hire versus U.S. salaries. Early hires were promoted to senior roles after 3+ years of tenure.

Skills

Project Details

Azra Games needed to build its core engineering team quickly after raising a $15M seed round. The company faced difficulty finding engineers who combined technical expertise with strong communication skills, business acumen, and team-oriented mindsets—qualities essential for collaborative software development. Remotely connected Azra with vetted engineering talent, leveraging their specialized candidate screening process that evaluates not just technical proficiency but also soft skills and cultural fit. Azra hired 3 engineers through Remotely for an 11-person engineering team, all performing phenomenally. This enabled acceleration of development for their first game, Legions & Legends.

Skills

Project Details

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 (up to 30% of first-year compensation) and time constraints for managing the hiring process. Remotely provided access to vetted global developer talent, evaluated alongside traditional U.S. recruiting firms in parallel. Within four months, Meez hired four developers through Remotely. The first two hires outperformed U.S. candidates in technical skills, English proficiency, and cultural fit. The partnership approach and quality of candidates exceeded expectations, with every Remotely candidate impressing the CTO—something that had never happened before with other recruiting methods.

Skills

Project Details

Electric needed to scale their engineering team across multiple departments including data platform and core backend while maintaining high quality standards. The company faced difficulties finding self-motivated, independent developers who could work without constant direction. Remotely served as a talent acquisition partner, providing pre-screened developer candidates and managing the hiring process efficiently. Within the first 5 months, Electric hired 5 developers through Remotely who integrated successfully across multiple teams and reporting structures. The developers demonstrated rapid onboarding with strong early contributions, and the process moved quickly despite hiring managers' busy schedules. The quality of candidates was so high that one hiring manager discontinued other HR partners to work exclusively with Remotely.

Skills

Project Details

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 (up to 30% of first-year compensation) and time constraints for managing the hiring process. Remotely provided access to vetted global developer talent, evaluated alongside traditional U.S. recruiting firms in parallel. Within four months, Meez hired four developers through Remotely. The first two hires outperformed U.S. candidates in technical skills, English proficiency, and cultural fit. The partnership approach and quality of candidates exceeded expectations, with every Remotely candidate impressing the CTO—something that had never happened before with other recruiting methods.

Skills

Project Details

Minded, a telehealth platform for mental health treatment, needed to transition their MVP from an agency-built solution to an in-house engineering team quickly, requiring rapid hiring of multiple developers. Remotely recruited and onboarded remote engineers, ultimately hiring developers from Argentina who understood remote work best practices and startup culture. Four engineers were hired and onboarded within two months, with three engineers from Argentina joining. Two of these hires became people managers, and the engineering team doubled in size within the following year. The hires demonstrated strong remote work habits and cultural alignment with minimal training needed.

Skills

Project Details

Pinata, a web3 media management platform for IPFS/blockchain, experienced rapid user growth but struggled to hire developers at the needed pace despite having multiple recruiters searching for talent. Remotely provided access to a vetted developer talent pool, introduced through investor Greylock. In the first month alone, Pinata hired 5 Remotely developers, with continued steady team growth thereafter. The pace of developer acquisition increased drastically, and the quality of candidates was fantastic. Pinata awarded sizable off-cycle bonuses to top performers. Remotely also handled complex operational challenges including payroll, taxes, and benefits for remote hiring, which Pinata found surprisingly seamless.

Skills

Project Details

Velma, a seed-stage NYC startup, faced intense competition in hiring and needed to expand their candidate pool beyond the U.S. while lacking international networks and connections in other hiring markets. Remotely enabled Velma to build a global engineering team with direct employment relationships, handling operational complexities including compliance, payroll, and employment law. The platform offers equity incentives and the option to hire talent directly after 5 years. Velma successfully expanded hiring internationally with aligned talent motivated by equity ownership rather than agency-focused candidates. The company gained access to a broader talent pool with preserved timezone overlap and direct control over pay, equity, and other employment terms.

Skills

Project Details