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Aiwyn is a high-growth fintech company transforming accounting firms through intelligent automation. Founded five years ago and backed by KKR and Bessemer Venture Partners, Aiwyn streamlines billing and collections with an AI-powered platform — giving finance teams the clarity and control they need to optimize revenue.
The Challenge: Scaling Fast Without Losing What Matters
A year ago, Aiwyn was at an inflection point. Demand for its product was growing quickly, and the team needed to scale — fast. Already fully remote, CTO Chris Furlong had grown the engineering org from just a few developers to 20+—but now it was time to step on the gas.
“We were clear on what we wanted: a cost-effective model that didn’t sacrifice quality, and people who’d truly feel like part of our team from day one.”
The Turning Point: Talent That Fits — And Belongs
Chris first heard about Remotely through a colleague. The model stood out immediately—transparent, flexible, and aligned with how Aiwyn already approached team building.
To pressure-test the model, they trialed Remotely alongside another staffing partner. With Remotely, they experienced full visibility into compensation, direct hiring control, and engineers treated as first-class contributors, so they doubled down. Chris explains,
“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. And we’re bringing in people we’d want on the team either way.”
The Model: Control, Clarity, and Culture Fit
Remotely’s model allowed Aiwyn to scale with confidence:
- You choose who you hire — using the same bar as in the U.S.
- You control compensation — and can offer equity or bonuses to retain top performers.
- You embed the team — fully integrated with your people, systems, and culture.
Execution: Doubling Headcount in One Year
Over the course of 12 months, Aiwyn doubled its engineering team — with more than 50% of that growth coming through Remotely.
Chris was impressed with how quickly the Remoters were able to contribute, and how seamlessly they fit in with the existing team. Remotely engineers were productive within days, not weeks. The team didn’t think of them as “contractors.” They were just team members.
“Location doesn’t matter. We just don’t think about it. These folks are delivering the same impact — and they’re just as aligned as anyone else.”
Results: Empowered Engineers, Embedded Culture
Aiwyn’s engineers via Remotely work across fullstack, DevOps, QA, and frontend roles — often in mission-critical systems. The key difference? They’re treated as people working with us, not just for us.
Chris attributes this to Remotely’s structure — and Aiwyn’s leadership style.
“I believe in empowered teams. But that doesn’t mean hands-off. You’ve got to give people clear goals, a strong vision, and real support. Then get out of their way.”
Aiwyn built small, high-ownership units — or “nucleus teams” — that mixed U.S.-based and LATAM engineers. Each unit had shared accountability and autonomy, reinforcing trust and delivery.
The Future: A Model Built to Scale
Remotely didn’t just help Aiwyn fill roles. It enabled them to scale in a way that’s sustainable.
“We wouldn’t have been able to grow the way we did without Remotely. The model gave us control, transparency, and talent that raises the bar.” — Chris Furlong
Metrics Snapshot
• Team Today: 110 full-time
• Remotely Hires: 25 engineers across multiple functions
• Time to Productivity: Days, not weeks
• Retention: Strong; multiple Remotely engineers have earned long-term equity and ownership paths
• Cost Efficiency: Significant savings versus U.S. hiring, with no drop in quality
