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Section Heading Comparison

18 styles. Same content.
Which one stops the eye?

Scroll through each style applied to the same two sections — "The Problem" and "What Hansa Does". Each block is labelled with a sticky badge so you always know which style you're looking at.

ACurrent — small pill badgeBBig chapter number + label (original)B1Section name ghost-big — centered, same weight as 01B1-C1B1 + full heading Playfair italic — classic editorialB1-C2B1 + line 1 bold upright, line 2 Cormorant thin italic purpleB1-C3B1 + DM Serif Display italic — modern airyB1-C4B1 + selective inline cursive on key word onlyB2Ghost name + wide letter spacing, uppercaseB3Ghost name left, number faint right — both as watermarkB4Stacked two words — small ghost + large ghost, H2 belowCThick left accent bar + labelDFull-width band dividerEGhost oversized background textFSplit column — label left, heading rightGGradient colour fill on section nameHColour-coded pill — red problem, green solutionISection name IS the heading — huge + rawJSolid colour tab header — folder styleKUltra-tracked spaced caps across full widthLNeon glow border pillMRuled line with italic label — editorialNDiagonal corner ribbon
A
Style A
Current — small pill badge
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B
Style B
Big chapter number + label (original)
01
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
02
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B1
Style B1
Section name ghost-big — centered, same weight as 01
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B1-C1
Style B1-C1
B1 + full heading Playfair italic — classic editorial
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B1-C2
Style B1-C2
B1 + line 1 bold upright, line 2 Cormorant thin italic purple
The Problem

You're not bad at hiring.The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B1-C3
Style B1-C3
B1 + DM Serif Display italic — modern airy
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B1-C4
Style B1-C4
B1 + selective inline cursive on key word only
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B2
Style B2
Ghost name + wide letter spacing, uppercase
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B3
Style B3
Ghost name left, number faint right — both as watermark
The Problem
01

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does
02

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
B4
Style B4
Stacked two words — small ghost + large ghost, H2 below
TheProblem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
WhatHansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
C
Style C
Thick left accent bar + label
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
D
Style D
Full-width band divider
──   The Problem   ──

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
──   What Hansa Does   ──

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
E
Style E
Ghost oversized background text
THE PROBLEM
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
WHAT HANSA DOES
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
F
Style F
Split column — label left, heading right
Section 01
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
Section 02
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
G
Style G
Gradient colour fill on section name
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
H
Style H
Colour-coded pill — red problem, green solution
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
I
Style I
Section name IS the heading — huge + raw
The Problem.

You're not bad at hiring. The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does.

Every part of hiring, handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
J
Style J
Solid colour tab header — folder style
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
K
Style K
Ultra-tracked spaced caps across full width
THE PROBLEM01

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
WHAT HANSA DOES02

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
L
Style L
Neon glow border pill
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
M
Style M
Ruled line with italic label — editorial
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.
N
Style N
Diagonal corner ribbon
The
The Problem

You're not bad at hiring.
The process is broken.

01
Hiring takes 6–8 weeks
CV screening, calls, scheduling, offers — each step adds days. By the time you move, the candidate has accepted elsewhere.
02
Your best people waste time on it
Senior managers spend 30% of their week on tasks that shouldn't need them. Reviewing CVs that don't match. Chasing candidates who ghosted.
03
High-volume roles break the system
200 applications in 48 hours. 3 people to review them. The process designed for 10 hires collapses when you need 50.
04
Every missed hire costs you
A vacant role costs ₹2–4 lakh per month in lost output. Multiply that by 10 open positions and the problem is existential, not operational.
What
What Hansa Does

Every part of hiring,
handled.

📄
Sources candidates
Scans LinkedIn, Naukri, and your own database. Finds profiles that match your criteria — before you post a job.
🎙️
Screens with real calls
Calls every shortlisted candidate. Asks your questions. Listens. Scores. No calendar needed, no human in the loop.
📅
Books interviews automatically
Schedules with your team's availability. Sends calendar invites. Follows up on no-shows. Moves fast.
📨
Sends and tracks offers
Drafts the offer, sends it, tracks the response. Keeps candidates warm during the notice period.

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