behavioral phone screen, coding challenge, tech phone screen, then onsite. Only got to the coding challenge. Someone else who I wasn't in contact with email wise called me for the behavioral phone screen. I was a little caught off guard and awkward since I usually like to do some research on who I interview with. Nevertheless, he spoke very highly of Asana and talked about where he thought the company was going in the future. He let me know of transparency being key in Asana's interview process as he mentioned they like to give specific feedback to candidates regardless of the outcome. That was something I really appreciated hearing. I was a bit hesitant on doing the coding challenge initially as the types of questions you get asked on these coding challenges almost always have nothing to do with your ability to thrive in the workplace. From now having some experience under my belt, I like to call these tests computer science tests. These aren't indicative of how someone may perform as a software engineer as a typical day looks more like diving into the code base and lots of architecturing from what you know and from having the ability to Google anything. Moreover, I haven't really ever needed to know typical algorithms like Bubble Sort or whatnot to perform on my current job. Because of this, I like to avoid coding challenges, but because the person I talked with let me know that I would receive feedback regardless of the outcome, I decided to do it. Contrary to what the recruiter told me, I received absolutely no feedback whatsoever and was given the standard rejection email. Without any feedback, I'd imagine any candidate feels like they've wasted their time. This is very disappointing on Asana's end as talking about giving candidates feedback is what made me change my mind and do the coding challenge as I thought Asana stood out in their recruiting process. I tried emailing for any feedback, but was ghosted with absolutely no response. I'll say that the guy I talked to over the phone was certainly a convincing recruiter with his experience, but guess Asana is just your typical tech company leaving their candidates in the dark with no human interaction. I wanna say that because I'd written my code up to pylint standards that readability definitely was not an issue. I must've missed some typical college textbook algorithm, that again most definitely has nothing to do with how you'd perform in the workplace, so they must've not liked the algorithm I wrote.