What is the interview process for Software Engineering Manager at Asana?

Asana is looking for experienced Software Engineering Managers (L7) to lead and mentor high-performing engineering teams. This role involves a blend of technical leadership, people management, and strategic thinking to drive product development and innovation.

How many interview rounds does Asana have for Software Engineering Manager?

Asana has 5 interview rounds for the Software Engineering Manager position: Recruiter Screen, People Management Interview, Technical & Strategic Interview, Hiring Manager Interview, Cross-functional Collaboration Interview.

Software Engineering Manager (L7) at Asana - Interview Guide

Evaluation

What they measure.

Leadership and people management skills.
Technical depth and architectural understanding.
Strategic thinking and business acumen.
Communication and collaboration abilities.
Problem-solving and decision-making capabilities.
Cultural fit and alignment with Asana's values.

Preparation

How to prepare.

Tips

Deeply understand Asana's mission, values, and product.
Review your past experiences and prepare specific examples using the STAR method (Situation, Task, Action, Result).
Familiarize yourself with common software engineering management challenges and best practices.
Practice articulating your leadership philosophy and management style.
Prepare questions to ask the interviewers about the team, role, and Asana's culture.
Understand Asana's approach to engineering, including their tech stack and development processes.
Research the specific challenges and opportunities for an L7 Engineering Manager at Asana.

Study plan

Fig · Study plan — 05 phases

01 / 05

01

Phase 01 of 05

Company & Self-Assessment

Weeks 1-2: Asana research, career history review, STAR story outlining.

Weeks 1-2: Focus on Asana's company mission, values, product suite, and recent news. Understand their business model and target audience. Review your career history, identifying key leadership achievements and challenges. Begin outlining STAR stories for common management scenarios (e.g., conflict resolution, performance management, project delivery).

Questions

Commonly asked.

Tell me about a time you had to manage a significant technical challenge or failure. What was your role, and what did you learn?
How do you foster a culture of innovation and continuous improvement within your team?
Describe your approach to setting team goals and ensuring alignment with company objectives.
How do you handle underperformance on your team? Walk me through a specific example.
What is your philosophy on career development for engineers? How do you support their growth?
Tell me about a time you had to make a difficult decision that impacted your team. How did you approach it, and what was the outcome?
How do you balance the need for speed and feature delivery with maintaining code quality and managing technical debt?
Describe a situation where you had to influence stakeholders or other teams to adopt your team's technical direction.
What are the key qualities you look for when hiring engineers for your team?
How do you ensure effective communication and collaboration within your team and with other departments?
Tell me about a time you had to manage a conflict within your team. What was your approach?
What are your strategies for promoting diversity, equity, and inclusion within your engineering team?
How do you stay current with technology trends and ensure your team is leveraging appropriate tools and practices?
Describe a time you had to lead your team through a period of significant change or uncertainty.

Locations

Regional differences.

Fig · Regions — 02 locations

01 / 02

Location

Remote/Hybrid

Interview focus

Adaptability to remote/hybrid work environments.Cross-cultural communication and collaboration.Understanding of local tech market trends and talent pools.

Common questions

How do you handle performance issues with a direct report in a remote setting?
Describe a time you had to manage a project with significant ambiguity. How did you bring clarity to your team?
What are your strategies for fostering psychological safety within a distributed team?
How do you balance technical debt reduction with new feature development in a fast-paced environment?
Tell me about a time you had to influence stakeholders outside of your direct reporting line to adopt a new technical approach.

Tips

Highlight experience with distributed team management and asynchronous communication tools.
Be prepared to discuss your approach to building inclusive and collaborative environments across different time zones.
Research Asana's presence and engineering culture in the specific region.

Rounds

Round-by-round.

Expand a step for evaluation criteria, sample questions, and prep notes.

Med

Recruiter Screen · 45 min · Recruiter/HR

This initial screening call with a recruiter is designed to assess your overall fit for the role and Asana. They will discuss your background, motivations for applying, and high-level experience in engineering management. It's also an opportunity for you to learn more about Asana and the specific team. Be prepared to share your career aspirations and why you're interested in this particular opportunity.

What they look for

Enthusiasm for Asana.Clear and concise communication.Alignment with Asana's core values.Basic understanding of the role's responsibilities.

Evaluation

Cultural fit.
Communication skills.
Understanding of Asana's mission and values.
Initial assessment of leadership potential.

Sample questions

Tell me about yourself and your experience in software engineering management.
BehavioralIntroduction
Why are you interested in Asana and this specific role?
MotivationCompany Fit
What are your strengths as an engineering manager?
StrengthsLeadership
What are your career goals for the next 3-5 years?
Career GoalsAspiration
What are your salary expectations?
Compensation

Prep for this round

01Research Asana's mission, values, and products.
02Prepare your 'elevator pitch' about your experience and career goals.
03Be ready to discuss why you are interested in Asana and this specific role.
04Practice articulating your strengths and how they align with the job description.
05Prepare questions to ask the recruiter about the role, team, and company culture.

Common rejection reasons

×Lack of clear communication.
×Inability to provide specific examples for management scenarios.
×Poor understanding of Asana's values or mission.
×Difficulty articulating leadership philosophy.
×Appearing uncoachable or resistant to feedback.

Hard

People Management Interview · 60 min · Senior Engineering Manager / Director

This interview focuses on your people management and leadership capabilities. You'll be asked behavioral questions designed to elicit specific examples of how you've managed teams, developed engineers, handled performance issues, and fostered a positive team culture. Expect questions about your leadership philosophy, conflict resolution, and how you approach career development for your team members.

What they look for

Demonstrated ability to grow and develop engineers.Effective strategies for managing performance and providing feedback.Experience in fostering a positive and productive team environment.Ability to handle difficult conversations and resolve conflicts.

Evaluation

People management skills.
Leadership philosophy.
Experience in mentoring and career development.
Conflict resolution abilities.
Team building strategies.

Sample questions

Describe your approach to mentoring and developing engineers on your team.
People ManagementMentorshipCareer Development
Tell me about a time you had to manage an underperforming engineer. What steps did you take?
People ManagementPerformance ManagementFeedback
How do you foster a culture of psychological safety and inclusivity within your team?
Team CultureInclusionPsychological Safety
Describe a situation where you had to resolve a conflict between team members. What was your role?
Conflict ResolutionTeam Dynamics
What is your philosophy on setting team goals and ensuring accountability?
LeadershipGoal SettingAccountability
How do you balance the needs of individual engineers with the goals of the team and the company?
People ManagementPrioritization

Prep for this round

01Prepare detailed STAR stories for common people management scenarios.
02Clearly articulate your leadership philosophy and management style.
03Think about how you've mentored engineers and supported their career growth.
04Be ready to discuss how you handle underperformance and provide constructive feedback.
05Practice explaining how you build and maintain a healthy team culture.

Common rejection reasons

×Inability to provide concrete examples using STAR method.
×Lack of depth in discussing people management strategies.
×Difficulty articulating technical vision or architectural decisions.
×Poor problem-solving approach.
×Failure to demonstrate strategic thinking.

Hard

Technical & Strategic Interview · 60 min · Senior Engineering Manager / Director / Principal Engineer

This interview assesses your technical leadership, strategic thinking, and ability to manage complex projects. You'll discuss your experience with system design, architectural trade-offs, managing technical debt, and driving engineering excellence. Expect questions about how you align technical strategy with business goals and how you lead your team through technical challenges.

What they look for

Ability to guide technical strategy and roadmap.Sound judgment in architectural decisions.Experience in managing complex technical projects.Understanding of scaling challenges and best practices.Effective collaboration with product and other engineering teams.

Evaluation

Technical leadership and decision-making.
System design and architectural thinking.
Strategic planning and execution.
Ability to manage technical debt and quality.
Cross-functional collaboration.

Sample questions

Describe a complex system you helped design or manage. What were the key challenges and trade-offs?
System DesignArchitectureTechnical Leadership
How do you balance delivering new features with addressing technical debt and ensuring system maintainability?
Technical DebtPrioritizationEngineering Excellence
Tell me about a time you had to make a significant technical decision that had long-term implications. How did you approach it?
Technical Decision MakingStrategy
How do you ensure your team's technical roadmap aligns with the company's product strategy?
StrategyProduct AlignmentRoadmapping
Describe your experience with scaling systems to handle increased load or complexity.
ScalabilitySystem Design
How do you foster a culture of engineering excellence and continuous learning within your team?
Engineering CultureLearning

Prep for this round

01Review your experience with system design and architectural patterns.
02Prepare examples of how you've managed technical debt and driven quality initiatives.
03Think about how you align technical roadmaps with product strategy.
04Be ready to discuss your approach to technical decision-making and risk management.
05Consider how you collaborate with product managers and other stakeholders.

Common rejection reasons

×Lack of strategic thinking or business acumen.
×Inability to articulate a clear technical vision.
×Poor understanding of system design principles at scale.
×Difficulty in prioritizing technical initiatives.
×Weakness in cross-functional collaboration and stakeholder management.

Hard

Hiring Manager Interview · 45 min · Hiring Manager (Director/VP)

This interview with the hiring manager is crucial for assessing your overall leadership potential and strategic alignment. They will delve into your vision for managing an engineering team, your approach to strategic planning, and how you drive impact. Expect questions that challenge your thinking on leadership, team building, and achieving business objectives.

What they look for

A clear vision for leading an engineering team.Strategic thinking and ability to connect team efforts to business outcomes.Strong communication and influencing skills.Resilience and ability to navigate complex challenges.Alignment with Asana's leadership values.

Evaluation

Vision and strategic thinking.
Leadership presence.
Ability to influence and drive change.
Decision-making under ambiguity.
Alignment with Asana's leadership principles.

Sample questions

What is your vision for leading an engineering team at Asana?
VisionLeadershipStrategy
How do you prioritize initiatives when faced with competing demands?
PrioritizationStrategyDecision Making
Tell me about a time you had to influence a decision at a higher level. What was your approach?
InfluenceStakeholder Management
How do you measure the success of your team and your own effectiveness as a manager?
MetricsPerformanceLeadership
What are the biggest challenges facing engineering managers today, and how do you address them?
Industry TrendsChallengesLeadership
Describe a time you had to lead your team through a significant change or pivot.
Change ManagementLeadership

Prep for this round

01Develop a clear vision for how you would lead an engineering team at Asana.
02Think about how you set strategic priorities and measure success.
03Prepare examples of how you've influenced stakeholders and driven change.
04Be ready to discuss your leadership style and how you motivate teams.
05Reflect on how you handle ambiguity and make decisions in complex situations.

Common rejection reasons

×Lack of clear vision for the team or product area.
×Inability to articulate strategic priorities.
×Poor alignment with Asana's leadership principles.
×Difficulty in handling ambiguity or making high-level decisions.
×Weakness in influencing and motivating others.

Med

Cross-Functional Collaboration Interview · 45 min · Cross-functional Peer (e.g., Product Manager, Senior Engineer)

This interview is conducted by a peer from a different function (e.g., Product Management, another Engineering team) to assess your collaboration style and cultural fit. They will focus on how you work with others, your approach to problem-solving in a cross-functional context, and your alignment with Asana's values. This is also a great opportunity for you to understand the collaborative dynamics at Asana.

What they look for

Demonstration of Asana's core values in their responses.Ability to collaborate effectively.Genuine interest in Asana's mission and product.Positive attitude and professional demeanor.

Evaluation

Cultural alignment.
Collaboration skills.
Problem-solving approach.
Overall impression and fit with Asana's ethos.

Sample questions

Describe your experience working with Product Managers. How do you ensure alignment?
CollaborationProduct ManagementStakeholder Management
Tell me about a time you had a disagreement with a peer from another team. How did you resolve it?
CollaborationConflict ResolutionCross-functional
How do you contribute to a positive and inclusive team environment?
Team CultureInclusionValues
What do you find most exciting about Asana's product and mission?
MotivationCompany Fit
How do you approach giving and receiving feedback from peers?
FeedbackCollaboration

Prep for this round

01Review Asana's core values and think about how you embody them.
02Prepare examples of successful cross-functional collaboration.
03Think about how you partner with Product Management and other stakeholders.
04Be ready to discuss your approach to problem-solving from a broader perspective.
05Prepare thoughtful questions about collaboration and team dynamics at Asana.

Common rejection reasons

×Lack of alignment with Asana's core values.
×Poor cultural fit.
×Inability to demonstrate collaborative behaviors.
×Lack of enthusiasm or engagement.
×Failure to ask thoughtful questions.

DSA

Coding questions at Asana.

Frequently reported on Asana loops

View all at Asana

Software Engineering Manager

What they measure.

How to prepare.

Company & Self-Assessment

Management Fundamentals

Behavioral & Situational Preparation

Technical Leadership & System Design

Final Preparation & Readiness

Commonly asked.

Regional differences.

Remote/Hybrid

San Francisco Bay Area

Round-by-round.

Coding questions at Asana.

More at Asana.