Flywire Company Culture & Values

Describe your company culture in one word. What made you pick that word?
Intentional. At Flywire, everything we do is purpose-driven. We’re intentional in how we hire, build inclusive teams and grow our people. I chose this word because we never settle for “good enough.” We ask the tough questions, think critically and make decisions that reflect our values. A great example is how we designed our global internship program, not just to fill short-term needs but to cultivate a lasting pipeline of future FlyMates. We partnered across regions to ensure students gained meaningful, hands-on experience aligned with their passions and our mission. It wasn’t just about checking a box, it was about investing in future leaders with care and clarity. Being intentional also means showing up for one another. When a global team member faced a family emergency, FlyMates across time zones rallied to shift workloads, cover meetings and offer personal support. It wasn’t mandated, it was instinctive. That’s who we are. Whether it’s the way we welcome new hires, design sustainable career paths or celebrate wins, we’re guided by the belief that every action counts. When you’re intentional, culture isn’t just a poster on the wall — it’s a lived experience every day.

What’s the coolest project you’ve worked on recently, and how did it help you grow professionally?
One of the coolest projects I’ve worked on recently was designing Flywire’s global recruiter “talent advisor” enablement program. As we scaled rapidly across regions, it became clear that our recruiters needed more than just tools — they needed a consistent framework, training and support to operate as true talent advisors to the business. I led the effort to build a curriculum from scratch, covering everything from intake strategy and candidate experience to data storytelling and inclusive hiring practices.

This project helped me grow immensely as a coach and builder. I saw firsthand how investing in our team’s development fuels confidence, consistency and impact across the board. Watching recruiters apply what they learned, advising hiring managers more strategically, pushing for better outcomes and elevating the Flywire candidate experience, was deeply fulfilling. It reminded me that the most powerful growth often comes from empowering others to thrive.

What values do you ideally want to see in an employer?

To me, an employer should embody values that align with my own while also fostering an environment that encourages me to grow and live those values more fully. I am driven by a genuine passion for meaningful work and I thrive when I can share a sense of collective pride through collaboration with a global team of FlyMates. Most importantly, as part of our education vertical, I am inspired by the opportunity to help millions of students worldwide pursue higher education, graduate and build careers of their own.

How does your employer show a commitment to some (or all) of these?

Many companies claim to encourage employees to make a positive impact in their communities, but Flywire truly enables us to do so in tangible, meaningful ways. Through initiatives like FlyBetter Days, I am given dedicated time to volunteer and contribute directly to my community. With FlyMatch, the donations I choose to give to causes I care about are amplified, reflecting a real partnership between my values and my employer’s support. And through programs like School the World, where FlyMates volunteer in countries such as Guatemala, Panama and soon the Philippines, I see firsthand how our collective efforts expand access to education globally. These initiatives not only allow me to live my values but also provide deep fulfillment — both personally and professionally — by knowing the work I do is tied to something much larger than myself.

Why is it important to you that your work (and workplace leaders) share these values? 

To me, it is essential that my values are reflected by my employer. I believe an organization should be conscious of its impact on the world and committed to making it better. When that commitment is clearly communicated throughout the company and woven into the culture, it not only strengthens my pride in being part of the organization but also empowers me to contribute more meaningfully in my role. Knowing that my work aligns with a larger purpose enables me to make a greater impact, both within the company and in the broader community we serve.

How does your culture influence hiring and retention as you grow?

At Flywire, culture is not a talking point, it is an operating system. As we scale globally, we are intentional about hiring leaders and talent who are aligned to how we work, not just what they have done. That starts with clarity. We invest heavily upfront in role definition, leveling and expectations, so candidates understand the impact they are stepping into and how success is measured.

Our culture emphasizes ownership, collaboration and accountability. People stay at Flywire because they can see how their work connects to meaningful outcomes and because they are trusted to make decisions that move the business forward. We reinforce this through consistent leadership engagement, transparent communication and an expectation that leaders are present, accessible and invested in their teams.

Growth brings complexity, but our focus remains the same: create an environment where people feel challenged, supported and proud of the work they do. When employees are clear on the mission and confident in the leadership around them, retention follows naturally.

What values or behaviors most define your company culture today?

Flywire’s culture is grounded in execution, collaboration and continuous learning. Our values guide decisions at every level of the organization, especially as we operate across regions, time zones and markets. We expect leaders and teams to move with urgency, make thoughtful decisions and follow through.

What stands out most today is how interconnected our teams are. Success at Flywire is not driven by individual heroics, but by shared ownership and trust across functions. We value leaders who listen, who challenge respectfully and who are comfortable navigating ambiguity while keeping teams aligned.

Equally important is our commitment to growth, both personal and organizational. We encourage curiosity, feedback and reflection and we create space for teams to learn from outcomes, whether successful or not. This combination of accountability and support allows Flywire to grow with discipline, while maintaining a culture where people feel empowered to do their best work.

Can you share an example of how your team recognizes or celebrates one another’s contributions?

At Flywire, recognition is embedded in our culture rather than a single program. We focus on meaningful impact, from exceptional execution to cross-functional leadership. Leaders are expected to call out contributions in real time, connecting individual efforts to broader business outcomes during team forums and updates.

A cornerstone of our appreciation is the annual recognition awards. FlyMates nominate peers across categories ranging from operational excellence to well-being advocacy. We also honor those supporting causes close to their hearts via volunteering — supported by our “FlyBetter” program, which gives FlyMates two dedicated PTO days for service annually.

For daily appreciation, our gratitude Slack channel serves as a visible, global forum where FlyMates at all levels thank one another for their support. By blending these high-stakes annual honors with consistent, peer-to-peer gratitude, we ensure wins are celebrated locally while reinforcing a shared purpose across regions. This intentional approach strengthens trust and ensures that great work is seen, valued and encouraged across our global team.