By [verified author name], business-labor reporter with [verified years] covering financial technology employers
Last reviewed: July 10, 2026

BILL reported 2,364 employees as of June 30, 2025, the latest annual headcount available in its public filings. That figure covers the entire parent company, including its payables, receivables, spend-management, credit and payments operations; it is not a standalone count of people working on Invoice2go.

The more revealing story is the trajectory. BILL expanded rapidly after its acquisitions, cut approximately 15% of its global workforce in December 2023, closed Invoice2go’s former Sydney office, and then returned to net hiring during fiscal 2025.

Invoice2go is no longer reported as a separate employer

Invoice2go became part of BILL after the acquisition closed on September 1, 2021. Its operating results have been included in BILL’s consolidated financial statements since that date.

The brand retains its own product site and a careers page, but that page describes Invoice2go as “a BILL mobile invoicing solution” and directs applicants to broader open roles. BILL’s main careers site also places the Invoice2go acquisition inside the parent company’s 2021 history rather than presenting a separate employment organization.

That structure limits what can be verified.

BILL does not publish an Invoice2go-only headcount, payroll expense, turnover rate, demographic breakdown or office roster. It also does not identify how many engineers, product managers or support workers spend most of their time on the invoicing product.

LinkedIn continues to display a 51–200 employee company-size range for Invoice2go. The profile can help identify the brand’s historical scale, but it is not an audited current headcount and cannot be reconciled with BILL’s consolidated SEC reporting.

The common error is treating public-profile metadata as current workforce data.

The five-year BILL headcount record

BILL’s annual filings provide consistent snapshots taken at the end of each fiscal year.

Fiscal-year end	Reported employees	Net change	Context
June 30, 2021	1,384	—	Included the recently acquired Divvy organization, but preceded the September 2021 Invoice2go closing
June 30, 2022	2,269	+885	First fiscal-year-end count after Invoice2go joined BILL
June 30, 2023	2,521	+252	Peak headcount in the five-year series
June 30, 2024	2,187	−334	Followed the December 2023 workforce reduction
June 30, 2025	2,364	+177	Partial headcount recovery under the current operating structure

The rise from 1,384 employees in 2021 to 2,364 in 2025 represents a net increase of 980 workers, or approximately 70.8%, based on the reported year-end figures.

That increase cannot be credited to Invoice2go. The period also includes Divvy, organic hiring and the growth of BILL’s wider payment and financial-software operations.

The 63.9% jump between fiscal 2021 and fiscal 2022 was especially acquisition-heavy. Invoice2go had not yet joined BILL at the first measurement date, while both Invoice2go and Divvy were part of the consolidated organization by the second.

The 2023 reduction was larger than the year-end decline suggests

BILL announced a reduction in force in December 2023 affecting approximately 15% of its global workforce. The plan also included closing the Sydney, Australia office associated with Invoice2go’s earlier international operations. BILL said the reduction was intended to resize the organization, improve its profitability profile and direct resources toward higher-impact initiatives.

A separate contemporary report placed the announced number at 393 jobs, though the SEC filing itself used the approximately 15% figure. The regulatory filing is the stronger source for the scope and stated purpose of the restructuring.

The annual headcount fell from 2,521 in June 2023 to 2,187 in June 2024, a net reduction of 334 employees, or approximately 13.2%.

Why does that not equal 15%?

A workforce reduction counts positions affected by a particular plan. A year-end headcount compares two snapshots and includes every hire, resignation, termination, transfer and other workforce movement between those dates. New hiring or ordinary attrition can make the net annual change smaller or larger than the announced layoff percentage.

That distinction matters. The 15% announcement and the 13.2% net decline measure different things.

Headcount recovered, but the office footprint shrank

BILL added a net 177 employees between June 2024 and June 2025, an increase of approximately 8.1% based on its annual headcount disclosures. The total remained 157 employees below the June 2023 peak.

The geographic structure became more concentrated during the same period.

In fiscal 2022 and fiscal 2023, BILL named offices in San Jose, Houston, Draper and Sydney, together with remote workers. The Sydney office was later closed during the fiscal 2024 restructuring. By June 2025, the filing named only two US offices: San Jose, California, and Draper, Utah.

The smaller office list does not mean every employee moved to those cities. BILL said it continued to employ a significant number of fully remote workers. It also used temporary workers and contractors when needed.

The pattern is a familiar post-acquisition one: several companies and locations were combined, operating costs were reduced, and later hiring occurred inside a more centralized parent-company structure.

The filing does not show which Invoice2go functions remained in Australia after the Sydney closure, moved to the United States, became remote positions or were eliminated.

Is Invoice2go remote or hybrid?

BILL’s fiscal 2025 filing describes a hybrid model at its San Jose and Draper offices. Employees based at those locations were supported in working remotely two days per week, while a significant number of employees worked fully remotely and collaborated through video meetings and periodic offsite retreats.

The current BILL careers page uses broader language, saying many employees live elsewhere in the United States and emphasizing flexibility within its hybrid environment.

Neither source guarantees a remote arrangement for every job.

A payment-operations position may have security or scheduling requirements that differ from those of a software engineer. A manager may be expected to attend an office more frequently. Employment location can also be limited by payroll registration, tax, immigration and regulatory requirements.

The verified statement is narrower: BILL supports both hybrid office work and a significant fully remote population.

AI is changing the workforce mix

BILL’s fiscal 2025 Form 10-K says the company uses artificial intelligence to prepopulate invoices, assess creditworthiness and develop agents for small-business payables, receivables, procurement and cash management. It also launched a “summer of AI” in summer 2025, providing employees with educational and practical training on internal AI tools.

The training program does not prove that AI caused the earlier workforce reduction. BILL described the December 2023 action as a profitability and resource-allocation measure, not as an AI replacement plan.

The labor-market pressure is uneven by occupation.

Relevant occupation	May 2024 median pay	BLS 2024–2034 projection
Software developers	$133,080	15% growth for developers, QA analysts and testers
Information security analysts	$124,910	29% growth
Financial examiners	$90,400	19% growth
Compliance officers	$78,420	3% growth
Customer-service representatives	$20.59 per hour	5% decline

These figures are national occupational benchmarks, not BILL or Invoice2go pay ranges.

They do show where demand is moving. Software development, security and financial examination are projected to expand faster than the economy overall. General customer-service employment is projected to contract as mobile applications, self-service systems and automated tools handle more routine tasks.

BILL’s own risk disclosure identifies software developers, compliance specialists, risk-operations personnel, AI talent and payment-system expertise as competitive hiring areas.

The analytical conclusion is not that support jobs disappear. Simple requests face greater automation pressure, while payment failures, account restrictions, security events and regulatory cases continue to require specialized human judgment.

What BILL says about retention

BILL conducts anonymous employee-engagement surveys twice a year and says it reports progress to employees on areas identified for improvement. The company also monitors turnover and uses exit interviews and surveys to detect workplace issues.

Performance reviews are also conducted twice yearly. BILL offers manager training, cohort-based programs for leaders and high-potential employees, online courses and a quarterly leadership speaker series.

The filing describes the process but withholds the results.

BILL does not publish:

• its annual voluntary-turnover percentage;
• retention rates following the 2023 restructuring;
• Invoice2go-specific engagement scores;
• the share of workers promoted;
• the number moved between acquired product teams;
• demographic promotion or departure rates.

Eight employee resource groups were active by June 2025, covering women, Latinx employees, Black employees, LGBTQIA+ employees, disabilities and mental health, veterans, Pan Asian and Pacific Islander employees, and community giving.

Those programs confirm an internal workforce infrastructure. They do not establish whether retention improved.

Where public employer pages mislead

Glassdoor displayed 76 Invoice2go reviews in one indexed result and an overall rating based on a somewhat different review count in another. LinkedIn continued to label the organization as having 51–200 employees.

The differences are not necessarily errors. Search indexes refresh at different times, former employees continue submitting reviews, and employer profiles may retain historical organizational information after an acquisition.

The problem begins when these pages are presented as audited workforce records.

Glassdoor can reveal employee sentiment and recurring complaints. LinkedIn can show self-identified workers and historical company information. Neither source can establish how many current BILL employees are assigned to Invoice2go.

SEC filings are stronger for consolidated headcount, office structure and formal company policies. They become weaker when the question is product-specific because BILL does not break those figures out.

Invoice2go workforce FAQ

How many employees does Invoice2go have?

No current standalone count is publicly disclosed. BILL reported 2,364 consolidated employees as of June 30, 2025.

Did BILL lay off Invoice2go employees?

BILL announced a global workforce reduction of approximately 15% in December 2023 and closed its Sydney office, which had historical ties to Invoice2go. The filing does not disclose how many affected positions belonged specifically to the Invoice2go product team.

Is BILL’s workforce growing again?

The annual headcount rose from 2,187 in June 2024 to 2,364 in June 2025, a net increase of 177 employees. It remained below the 2,521 reported in June 2023.

Does Invoice2go still have an Australian office?

BILL’s fiscal 2024 disclosures said the Sydney office was being closed as part of the December 2023 restructuring. Its fiscal 2025 Form 10-K listed only San Jose and Draper as office locations.

Is the LinkedIn employee count accurate?

LinkedIn shows a 51–200 employee range for Invoice2go, but it is not a current audited headcount. BILL does not publish a separate Invoice2go workforce total against which that range can be verified.

Does BILL use contractors?

Yes. Its fiscal 2025 Form 10-K states that temporary workers and contractor services are used when necessary, without publishing their number.

Is Invoice2go hiring for AI jobs?

BILL says it is investing in AI for financial operations and competes for employees with AI, machine-learning, payment-system and risk-management skills. Current openings are presented through BILL’s broader careers structure rather than an Invoice2go-only hiring report.