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Not worried at all. Our value of transparency internally extends to this raise as well.

Yes employees have equity packages and we're well informed of what the terms of this raise are, the dilution and our leadership team has worked hard to get employee-friendly terms. We believe in this because our team members are the main function for Asana to grow and hit these expectations so it must be a trusting and win-win partnership in order for it to last.

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If Asana values transparency internally, then why are employees not told their pay bands as well as given a level such as senior engineer? I know engineers who have left because they could not tell if they had room to grow salary wise. The only way they could find their market rate was by interviewing at other companies.

Ex-Asana here. Asana has written about the lack of leveled titles in the past[0]. I believe the use of titles is a separate issue to pay transparency. At around the same time, there was an effort to improve the transparency in pay bands. I have since left (for unrelated reasons), and so I cannot definitively speak to whether that was successful.

[0] https://blog.asana.com/2017/03/job-titles-asana/

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