MrScraper CEO Cahyo Subroto’s Playbook for Building a Global Team

Building software is difficult. Building a company with people spread across different countries, cultures, and time zones is even harder.

For Cahyo Subroto, CEO of MrScraper, scaling a startup to an 8-figure revenue mark in a year proved that hyper-growth isn’t just about products and customers—it’s about building a team that can grow with the business.

"The wrong hire doesn’t just cost money; it creates confusion," says Subroto. "The right person, on the other hand, creates momentum."

Here is Subroto’s tactical playbook for assembling and leading a high-performing global team.

1. Define Your "Ideal Employee Profile"

Founders spend months refining their ideal customer profile, but Subroto believes they should spend just as much time defining their Ideal Employee Profile (IEP).

Early on, one of his biggest mistakes was hiring for vague execution rather than specific outcomes. To avoid this, founders must answer a fundamental question: What specialization do you actually need right now?

When startups hire talented people without clearly defining their scope, direction is lost, and employees end up managing random tasks they don't enjoy. At MrScraper, every role is intentionally designed around solving distinct, measurable problems.

2. Prioritize Ownership Over Job Titles

Subroto encourages every team member to think like a builder rather than an employee. He actively champions autonomous experimentation across functions.

While some experiments inevitably fail, the freedom to try creates something far more valuable: deep personal accountability for outcomes. Startups move too fast for traditional, top-down micromanagement.

• The Shift: Move away from controlling tasks.
• The Goal: Create independent problem-solvers who take initiative without waiting for permission.

3. Culture is Demonstrated, Not Documented

"Culture isn’t your values page," Subroto notes. "Culture is what people see every day."

Many founders assume a positive company culture will naturally develop over time. In reality, it must be intentionally engineered and modeled from the top down. A leader cannot demand relentless execution and high standards without demonstrating those same traits daily. Employees look at what leaders do far more than what they say.

4. Hire for Character, Train for Skill

Technical specialization is necessary, but long-term success comes down to core character.

The best hires are rarely the ones with the longest resumes. Instead, look for individuals who possess:

• A strong work ethic and adaptability
• Intellectual curiosity
• Deep pride in their craftsmanship

In an early-stage company where market priorities shift constantly, team members must be willing to contribute beyond their strict job descriptions. People who embrace this volatility are the ones who grow alongside the business.

Building for the Long Term

Leading a global team isn’t about maintaining absolute control; it’s about creating an environment where talented individuals can do meaningful work and scale their skills.

Products, markets, and growth strategies will inevitably evolve, but a cohesive, high-character team compounds in value over time.

Interested in joining MrScraper?

We are always looking for exceptional specialists who take ownership and love solving difficult problems. Follow our company LinkedIn page to view our open roles and future opportunities.