I've been through Asana interviews on both sides of the table. Some thoughts on the behavioral rounds, because this is the part candidates consistently under-prepare for.
Asana's values aren't decoration. They've operationalized them and the behavioral interview is designed to surface whether you actually embody them or just claim to.
The values that come up most: clarity (do you communicate in a way that reduces confusion, not adds to it), ownership (do you drive things to completion or just contribute), and something they call mindful which in practice means: do you treat people with care and do you check your ego at the door.
Common behavioral questions I've seen: "Tell me about a time a project stalled because of unclear requirements. What did you do?" "Describe a situation where you disagreed with a technical decision made by someone senior. How did you handle it?" "Give an example of a time you had to balance speed with quality. What tradeoffs did you make?" "Tell me about a time you had to bring clarity to an ambiguous situation."
Notice the theme. Clarity shows up constantly. Asana is a work management company and they care deeply about reducing chaos. Candidates who tell stories about heroic individual effort but can't articulate how they communicated or aligned others tend to land worse than candidates who describe building shared understanding.
Practical advice: Structure your stories (STAR or similar) but keep them conversational. Don't read from a script. Name what you did specifically, not what the team did. They want to see your contribution. Avoid stories where you were the lone genius who saved everything. Pick stories where you collaborated and influenced. Be honest about what you'd do differently. They like intellectual honesty.
Process note: there are typically 2 behavioral rounds in the onsite, sometimes 3. One is often with a non-engineer so don't assume every interviewer cares about your technical story. Focus on the people and process side with cross-functional interviewers.
If you're interviewing there, genuinely read their blog about their operating principles. Not to quote it back, just to understand the cultural context.