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AmplifyMD’s reported path from an early product squad to a distributed engineering organization of more than 20 people centered on embedding engineers in the company’s product and mission—not simply adding remote capacity. Remotely says its initial Brazil-based squad took on some core development, particularly physician-facing work. The headcount and growth figures below come from Remotely and Human Cloud, not an independent audit.
What AmplifyMD builds—and why engineering context mattered
Founded in 2019, AmplifyMD describes itself as a virtual-care company working to improve access to specialty care. Its platform combines remote specialists with deep electronic health record (EHR) integrations and intelligent automation. That context matters to the team story: the work included physician-facing workflows and healthcare integrations, not just isolated development tasks. AmplifyMD’s company overview describes the company and platform.
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How the initial Remotely team was formed
In its original customer story, Remotely says AmplifyMD CTO Nijay Patel worked with the recruiting firm to find developers who understood the business, product, customers, and company culture. The initial squad was based in Brazil, and some core components and product development—primarily the physician-facing solution—transitioned to that team. The account presents this as a way to bring product work into an embedded team rather than treat developers as detached task-takers.
Patel contrasted the approach with a previous India-based consulting arrangement, which he described as lacking day-to-day business context and developer engagement. That is his account of a particular experience, not evidence that teams in any country or consulting model perform uniformly. He said of the Remotely-sourced team, “They’re very mission oriented which aligns with the rest of our team and business.” The quote and account appear in Remotely’s original AmplifyMD customer story.
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What the reported team-growth figures show
The available accounts describe growth at different points and with different geographic details. They should be read as attributed reports, not as a single audited timeline.
| Account | Reported detail | What it establishes |
|---|---|---|
| Remotely’s original customer story, undated | Seven engineers in AmplifyMD’s first eight months | Remotely’s account of the initial hiring period; it does not specify that all seven were in the Brazil-based squad. |
| Human Cloud profile, January 2024 | Seven hires in eight months; three hires from Argentina; two later became people managers; the engineering team doubled within the following year | A separate directory profile’s account of hires and subsequent growth. Its Argentina details should not be merged with Remotely’s Brazil-based squad description. |
| Remotely retention article, 2026 | More than 20 distributed engineers, built from MVP through post-Series B; some early contractors later entered product and engineering leadership | Remotely’s later characterization of the organization and career progression, not an independently verified current headcount. |
Human Cloud’s profile is available at Human Cloud’s Remotely profile. The later team-size and leadership account, including Patel’s description of bottom-up innovation, appears in Remotely’s 2026 article on retaining remote developers.
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How the model was meant to work
The through-line in Remotely’s accounts is integration: source people for fit with the company’s work and culture, then give them meaningful product responsibility and a place in the organization. Patel explained the hoped-for effect in the 2026 article: “The big advantage of having individuals who are really integrated into the organization and approaching their work as being part of the company and in alignment with the mission is that you can start to have a more bottom-up structure for innovation.”
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How Series B fits into the timeline
AmplifyMD’s media page lists a $20 million Series B led by Forerunner in September 2025. This establishes financing context, but it does not show that the funding round caused a specific hiring increase, or that Remotely’s team caused the financing. Remotely’s phrase “from MVP through post-Series B” is its framing of the team’s development over time. See AmplifyMD’s media page.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What this case study can—and cannot—tell engineering leaders
For a company considering a distributed product team, the case illustrates the questions behind an embedded model: whether engineers will understand the product and customer, take durable ownership, and work closely enough with internal teams to build organizational knowledge. Patel’s comments suggest those considerations mattered to AmplifyMD. The case does not establish that this approach is universally better than an agency, conventional staff augmentation, or direct hiring.
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- Supported by the accounts: Remotely describes a Brazil-based initial squad and the transfer of some core, physician-facing development; Remotely and Human Cloud report early hiring and later team growth.
- Not established by the accounts: hiring speed, savings, productivity gains, code quality, clinical outcomes, retention rates, or a causal link between the team and AmplifyMD’s financing.
- Important distinction: the Brazil squad in Remotely’s story and Argentina hires in Human Cloud’s profile are separate claims from separate sources; the published material does not reconcile them.
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