Mission: Asana’s mission is to help humanity thrive by enabling all teams to work together effortlessly.
We're celebrating Pride with in-product celebrations!
Check out the Facebook video of our Co-founder, JR, on culture as a product at Entelo's Recruiting Automation Summit: http://glassdoor.com/slink.htm?key=vQ8lt
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 (More than a year)
Technical challenges: Back when I first considered working at Asana, I was skeptical if there would be interesting engineering challenges given what I knew about the product. I was completely wrong - the work here has been the most fun work I've ever done. Asana is at a point where scaling further has required challenging previous foundational technical decisions, opening the way for engineers to get involved in architecting better solutions that will affect the company for years to come.
Impact: I've never worked at a place where my impact felt so apparent. Teams set KRs that directly relate to top-level company objectives, and almost every piece of work you do is in service of some KR. Its success is measured against these criteria, and teams are really good at consistently recognizing and celebrating every accomplishment and the people behind it.
Culture: Lots to love, but my favorite aspect is probably the feedback culture that exists. No one says "not my problem, hopefully someone else will do it"; either they lead the way to fix it, or they seek out the most capable team / people to solve it and provide that feedback directly to them. This is critical in surfacing issues before they are serious problems and has been extremely helpful in allowing the company to scale without many things falling through the cracks.
Food: The meals at Asana are well beyond "perk" level - they're delicious, healthy, and always so different from day to day. I love that everyone eats in the same place and that the standard is to grab a seat at one of the big tables and share a meal with whoever happens to be there.
Mission: When you use Asana (the product) the way Asana (the company) uses it, it becomes immediately evident how powerful of a tool it is for fostering better communication and planning, and in general just enabling an individual to be more connected to what's going on in the company. It's exciting to be a part of making it even better, and to be helping our customers achieve the same.
You can gain a lot of responsibility really quickly at Asana if you aren't careful about saying "no". It's not hard to get yourself in a situation where you have multiple things that urgently need your attention.
The system used to evaluate employees is a little opaque, which can be uncomfortable when you're used to a system with clear levels and clear responsibilities attached to those levels.
Advice to Management
I know there is active work to add more structure to employee responsibilities, expectations, and evaluation - continue it.
Otherwise, keep up the great work! Asana is an awesome place to work.
I applied through a staffing agency. The process took 2 weeks. I interviewed at Asana (San Francisco, CA).
1 Phone Screen
2 Phone Interviews
1 Onsite Interview
The first interview was with a PM on the team. Very solid, product related questions and friendly which they were looking to find both product and cultural fit. The second phone interview was with a lead / senior engineer. This person was not prepared for the interview. He lacked the ability to articulate why he was asking his questions, the purpose, and what level of details he wanted in return.
For example he asked what detail have I worked with API's. The question is very open and ambiguous and does not give clarity of how it relates to the job role of a technical PM. Even asked what level of detail, he did not respond with additional information to help understand.
The interview was very frustrating. Even when asked why he enjoyed working there, the question was answered with 3 different responses which went on tangents. It felt like:
1) He didn't understand what he was interviewing for and what to specifically look for (PM's are interviewed differently than an engineer)
2) Did not feel he was prepared
3) Interviewed based on different data points than a PM
4) Lacked the ability to articulate specifics around what he was looking for in answers
Overall this was very frustrating and felt I was disqualified for a poor interviewer instead of my ability or experience to do the role/job.