Mission: Asana’s mission is to help humanity thrive by enabling all teams to work together effortlessly.
Asana's inclusive family-friendly environment, coupled with the opportunity to solve "thorny technical challenges" is what attracted one of our newest Engineering Managers, Kate Reading, to join #teamasana. Get to know Kate! http://glassdoor.com/slink.htm?key=vQZwr
It's about the people, not the perks. Hear from Asana's very own Head of Diversity & Inclusion Sonja Gittens Ottley on how to build an inclusive culture on Hive Learning's new Inclusion Works podcast! http://glassdoor.com/slink.htm?key=vQZaC …
We empower teams to achieve their goals.
By building software that makes working together easier, we can help every team achieve their most ambitious goals. It's our chance to accelerate human progress.
We’re off to a great start—over 13,000 teams already run on Asana. From Uber, Pinterest, TED, The New Yorker, IDEO, Zappos, Malala Fund, Seattle Children’s Hospital, Tribeca Film Festival, and Autodesk, teams and organizations are running their operations and tracking projects more efficiently in Asana. But we’re not stopping there. We have a considerable mission and an even bigger opportunity: to change the way teams work together and accelerate a market which is made up of all teams of knowledge workers, representing billions in potential yearly revenue.
Every company talks about building a great team. We’ve taken it to an extreme.
Asana was started by Dustin Moskovitz, co-founder of Facebook, and Justin Rosenstein, co-inventor of the Like Button, Facebook Pages, Gmail Chat, and Google Drive. We’re now a team of more than 250, with alumni from Facebook, Google, Apple, Amazon, Palantir, and more. You won’t find better mentorship anywhere, and you’ll seldom have a boring conversation at lunch.
We consider ourselves a team of peers more than a company. A sense of mutual respect and mindfulness permeates our culture—in fact, it's the key to our success.
Mindfulness, egolessness, and pragmatic craftsmanship are core to our culture—from daily interactions to how we get things done.
Mentorship, honest feedback, and free executive coaching help us grow in all directions, both professionally and personally.
TRANSPARENCY AND AUTONOMY
Asana runs on trust. Everyone is empowered to make decisions, communication is transparent, and we are obsessed with our own productivity.
We love where we work and we think you will too. Based on a Custom Insights survey, Asana is in the 98th percentile in employee satisfaction and engagement.
A HEALTHY ENVIRONMENT
Our culinary team serves three delightful and nutritious meals each day. We have yoga on-site daily and offer free gym memberships.
We cover 100% of insurance premiums, offer generous parental leave, unlimited vacation time, commuter benefits, and Uber credits.
We continually ground in why we’re building Asana: to help all teams work together effortlessly. We attempt to establish a direct line between that purpose and our day-to-day work. We answer strategic conflicts by asking the question: which choice maximizes the success of our mission?
We start with awareness. We let go of stories we’re telling ourselves about heroes, victims, and villains, and we accept wherever we are. We reflect on our past experiences and we act intentionally.
Though it is tempting to pick an extreme point of view or compromise between two poles, the best outcomes often require incorporating elements of each extreme or, better yet, transcending them altogether through synthesis.
A fundamental problem with modern work is that too much time is spent trying to figure out what’s going on. We try to make it as easy as possible for teams to have the information they need to excel at their work.
Asana is an experiment in the idea that the responsibility should be distributed among a great team of peers that respect and trust each other, so we proactively build relationships and seek to understand each other. We let go when we’re not the DRI, and we take action when we are. We empower each other.
We take our commitments to each other seriously. We admit when we’re wrong. We treat ourselves as whole people at work. We feel our feelings all the way through and we’re not afraid to give constructive feedback or disagree. We embrace reality.
We are co-creating Asana together, and we're playful while we do it. We maintain an attitude of curiosity, fearlessness, and creativity around tough problems. We embrace failure as learning and celebrate iteration. We don’t hide from our quirks. We appreciate each other and don’t take success for granted.
Diversity and inclusion are very important to us. We provide a hiring and working experience where all people feel they are equally respected. Regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, citizenship—or any other aspect which makes someone unique—we value everyone.
Asana has assembled a team of creators who have built products and tools you use everyday. Our engineers are generalists and craftspersons with a commitment to both breadth and depth of expertise.
Learn with curiosity
Strive for simplicity
Articulate your mental model
Teach with compassion
Ship fast, sustainably
Fix problems, even when they’re not yours
We built the future's web framework to minimize the time between having a great idea and making people's lives better. Write only the code that matters.
Reactivity: UI code should be pure, not a mess of callbacks. Luna automatically re-renders components as the underlying data changes.
Automatic Sync: Never write another RPC endpoint again. Receive updates from other clients by default.
Smart Client: For the fastest experience possible, mutate state directly on the client and have it sync to the server w/o waiting for an RPC.
Smart Server: The server always knows the entire state of the client, so it can avoid roundtrips and always send exactly what the client needs in one shot.
Efficiency and efficacy are deep in the Asana DNA. We’ve put love and care into every step along the path of delivering a great product.
Distributed Responsibility: All initiatives have exactly one directly responsible individual, from security to learning lunches. We emerge as leaders through accountability and empowerment, not better titles.
Collaborative Planning: We organize our work into sprints and our sprints into episodes, and we kick off every episode with Roadmap Week, when we all plan what’s next together.
Use Asana to Build Asana: Asana is the primary tool we use to collaborate. We use it to share product ideas, plan sprints, and enjoy the fruits of our labor with every push.
Continuous Iteration: We deploy new code every 15 minutes for instant feedback while our testing process ensures our customers get the stability they need from a product that runs their business.
Asana internships last from 10-12 weeks and we welcome our largest intern class during the summer. This year, we will welcome 14 interns to join us from across the country and world! We keep our internship class small to maximize for mentorship and flexibility.
Our internship program is an investment in the future of those who join us as well as in the future of Asana. Asana interns will acquire skills and knowledge about our technologies, teamwork, leadership and communication all while making a significant contribution to our culture, product, and team.
Each intern is placed carefully on a team and matched with a mentor, who will provide them with the guidance, resources, and support to craft a successful internship. Interns are also encouraged to explore our Peer Mentorship network, learning lunches, and to foster a deeper understanding of the entire organization at company-wide events and all-hands meetings.
Here's what some of our previous interns had to say about their time at Asana:
"Using Asana at Asana allowed me to understand the past, present, and future of the company -- what we've accomplished, what tasks we have to work on, and our goals and milestones. I was able to see what was going on in Asana and contribute back because everything was open for me to see."
"At Asana, I had the opportunity to serve the team just as any other engineer: I took part in sprint planning, tackled the tasks, and shifted to a new sprint every 3 weeks. "
"I felt empowered to make framework-level changes quite often to make things work the way I want, which is awesome."
"seriously good food."
At Asana, we're breaking the traditional sales model. From our pricing model to the role our sales team plays in working with our customers, our approach represents our aim to be the students of software pricing, so that we can balance fairness with simplicity. Our sales team accomplished this by maintining a constant dialogue with our customers.
Our pricing goal is to create a single premium product, so that any size team can have the same features, while also creating a smoother price curve as teams ramp up and get more value out of Asana. This lowers the cost per user for smaller teams, which we think is more fair.
Our sales philosophy is based on helping our users get the most value from ASana, and our team is crucial to making sure this happens. Our team has the opportunity to work with many kinds of users, from startups to large organizations, non-profits, and other in between, guiding them along the price curve and helping them get the most out of Asana. They never cold-call customers and work not just to find the best solutions for our customers, but also to improve our product by constantly providing feedback, which drives our product roadmap.
Learn more about a day in the life of Frank on our Blog.
Before joining Asana, Frank worked in sales for a small software company, a telecommunications company, and taught English at a university in Thailand.
What does a typical day in your role on the sales team look like?
On any given day, I’ll talk with a number of different types of people: from students at a university to executives of major startups, project managers for companies of all sizes, or non-profits — and everything in between. There’s no single ‘type’ of organization that relies on Asana, which not only makes it interesting to see the variety of ways people put the product to use, but also means that there’s no single way to sell our software. And even better, no two days of the job are the same. We have to be quick on our feet and able to identify the unique value that Asana can provide to a lot of different teams.
How does Asana’s sales team break typical sales stereotypes?
As a sales team, we get to contribute more than just a number. Our team is reaching out to qualified leads, or people who are using Asana to the extent that we believe they should be buying. This means they are either using the product well, have brought members of their team on board, or have expressed that they are getting value out of our product.
We also provide feedback to the product team on what our biggest opportunities are, what customers really want. This feedback loop has actually driven our product roadmap. Case in point: the launch of Dashboards. We saw that our customers really wanted a feature to track progress at a higher level and were willing to pay for it — so we worked with the product team on gathering these insights, and now Dashboards is a live, paid feature!
We act as advocates for driving value in the product for our customers. As a sales team, we get to contribute more than just a number.
What do you love about your team?
It’s so different from what you find elsewhere — it’s so much more creative than the way sales teams are often depicted. Luckily, we’re still at a stage where we can try a lot of different things, which involves having conversations with a wide variety of people to find those who are the best fit for our product.
The whole team gets to be creative in their roles by providing feedback from prospective customers to the product team. As these liaisons, (along with Customer Success) we need to make sure we’re making things that people are excited about and want to pay for. We employ a different approach with each customer. For example, when I talk to a university, my conversation is completely different from when I’m speaking to an artisan or startup founder.
Do you cold call customers?
No. Unlike a lot of other sales organizations out there, we only sell to qualified leads. Talking to people who are already excited about our product makes a big difference in how we approach sales.
What have you enjoyed most about working in Sales at Asana?
Having a strong say in where the product goes next is really unique and what I’ve enjoyed most about being on this team.
Learn more about a Day in Frank's life on the Sales team on our Blog.
I have been working at Asana full-time (Less than a year)
-Unified and welcoming culture, always have team building events going on and not cliquey at all!
- Executive coaching offered to employees 6x/ year is awesome, love that they invest in not only executives but ALL employees
- Breakfast/lunch/ dinner and all gourmet cooked by in-house Asana employees (not catered) is AMAZING, always something new, all of it cooked fresh and feels super healthy.
- Management that is very much open to feedback and suggestions to make us all more effective.
- Dog friendly offices I thought would be so distracting but they're actually so great and well-behaved and its nice to see a cute friendly face throughout the day
- A sales team thats not only hitting but exceeding their quotas!! And leaders that want to keep that up.
- You just have to be flexible and a self starter, no one's going to hold your hand or micromanage you, so its on you to get work done...which I actually love but some people could see as a con.
- It's a start up, so new product releases, new processes, trial and error and again just the ability to adapt to that if you're not used to it already could be seen as a challenge.
Advice to Management
Keep doing what you're doing! Continue to trust your employees, appreciate feedback, diversify your workforce and hold us accountable. You're doing great and we all feel it!
I applied through an employee referral. The process took 2 weeks. I interviewed at Asana (San Francisco, CA) in April 2016.
Overall standard and well outlined. Phone screen with recruiter, phone screen with manager, 4 in person interviews, lunch with a co-worker, and then a final call from the head of the team afterward.
Asana really takes transparency to heart, so the recruiter told me everyones opinions on my interviews. Looping up with the team afterward, and the information the recruiter game me was spot on.
My advice to anyone coming into the Asana interview funnel: Ask loads of questions to your recruiter and the people who are conducting the interview. They'll be happy to tell you lots about the company, interview process, and team (more than other companies, trust me).
Pay Equality Pledge
Committed to paying equitably for equal work & experience
Career Advancement Program
Helping employees "upskill" into higher-paying positions
Has programs that support a diverse and inclusive workforce