Initially, my HR contact missed our scheduled phone screen time. On following up, this was because he became ill and they somehow missed my appointment when they rescheduled others. I offered to manage follow-ups until he was back in the office and get something on the books. The initial phone screen went very well, and it sounded like a good fit. Next phase is a take-home assignment, and after a good deal of research into the product I had some unexpected findings that leads me to try to pursue a non-standard approach. I emailed my HR contact some clarifying questions regarding the assignment, but did not hear back for several days. I decided to try my out-of-the-box solution and back it with ample research and justification into the user, the use-case for the product, and explanations on why this was a better option than what one would expect with only surface-level understanding of the offering. I knew my submission was risky, but I the research adequately backed the proposal. Asana's feedback left me with the impression that the team did not even read my submission fully. Their guidance and objections related to items that were clearly explained in the submission, and I was left with the sense that the reviewer flipped to the mockups and didn't read any of the research and justifications regarding decisions that were made. The interview team also did not respond to a request for a follow-up call to discuss. I was pretty turned off by the team's ineffective management of the initial phone screen and decision to end the process after the assignment submission. If you ask a candidate to spend half a day on an assignment, you can take 15-30 minutes to call for a follow-up - even if they submit it in crayon. I was extremely disappointed in this experience given my expectations and impressions of Asana as a company.

Good: - Well organized and highly communicative recruiters - Interviewers were friendly and positive Bad: - Questions and process was extremely generic, could have been for any company or product - Did not feel like company knew what they were looking for — seemed to optimizing for "professional interviewer" types vs. those with specific talent or experience