[01] Stores, doesn’t know
It holds your records. It knows nothing of the market around them.
Lantern just crossed $1M ARR
Agentic Recruiting PlatformY Backed by Y Combinator
Knows the marketTurns your taste into hires
From first search to final decision, every agent works with the same context.
World People ModelCompany Hiring Model
TRUSTED BY TEAMS AT
[The problem]
Every hire starts from scratch.
Hiring software is a system of record. It stores what happened. It does not know the market, and it does not learn.
[02] Doesn’t learn
Hire fifty starts exactly where hire one did.
[03] Features don’t talk
Sourcing, interviews and decisions each keep their own notes.
[A system of record]
Keeps the record.
[Lantern]
Keeps the understanding.
[How it works]
Lantern operates two models.
World People Model
Knows the market.
WHO BUILT WHAT · AT WHAT STAGE
PAYMENTS
SEARCH
ML INFRA
DEVTOOLS
SECURITY
PRE-SEED
SEED
SERIES A
SERIES B
GROWTH
PUBLIC
MORE PEOPLE WHO BUILT IT THERE
CAREER PATHS
How people reach the role.
COMPANY STAGE
What it was when they joined.
WHAT THEY BUILT
Shipped, started, published.
TITLE CALIBRATION
What a title meant there.
ALUMNI FLOWS
Where a team went next.
TEAM SIZE THEN
Who they built it with.
Company Hiring Model
Learns your taste.
YOUR HIRING · LINKED
OPEN REQS
HM KICKOFF NOTES
DEBRIEF CALLS
ATS HISTORY
PAST DECISIONS
ONE DEBRIEF. EVERY REQ KNOWS.
THE BAR
Edited by your team.
HM NOTES
What the HM asked for.
DEBRIEFS
What the team learned.
SCORECARDS
What interviewers saw.
PAST DECISIONS
Who advanced, and why.
APPROVALS
A person signs off.
One role.
One connected hiring loop.
Sourcing, application review, interviews, meeting intelligence and analytics work from the same hiring context. What one agent learns is available to the next, while your team stays in control.
01
RoleSet the role and hiring bar.
→02
SourceFind people beyond the obvious.
→03
ReviewRead the evidence against your bar.
→04
InterviewAsk what the application could not show.
→05
DebriefBring every conversation into context.
→06
DecideYour team makes the hiring decision.
→07
LearnUse outcomes to sharpen the next search.
WHAT REACHES YOUR TEAMThe evidence to make the call
- Evidence for the fit
- Reasons to hesitate
- Open questions
- Context for the conversation
[In practice · Hiring a Head of Engineering]
One debrief.
Shared context for every agent.
“We need someone who personally built the function. Not someone who worked inside a large one.”
Hiring manager · Debrief
THE MARKET
YOUR AGENTS
Built from zero
Proof of building
"Your first ten hires?"
"We need a builder."
Pass rate vs the bar
SOURCING
APPLICATION REVIEW
AI INTERVIEWS
MEETING INTELLIGENCE
ANALYTICS
Shared context
We need a builder.
Approved by the hiring managerSourcing
Finds people who built the function from zero.
Application Review
Scores proof of building, not tenure.
AI Interviews
Asks about the first ten hires.
Meeting Intelligence
The debrief becomes the bar.
Analytics
Reports pass rate against the new bar.
Updated / Sourcing
Finds people who built the function from zero.
Updated / Application Review
Scores proof of building, not tenure.
Updated / AI Interviews
Asks about the first ten hires.
Source / Meeting Intelligence
The debrief becomes the bar.
Updated / Analytics
Reports pass rate against the new bar.
What one interview teaches reaches the next search.
✓ Approved by the hiring manager[The products]
Superpowers you wish your ATS had.
Sourcing
What people actually built, not keywords.
Describe the role in plain words and Lantern finds people who have actually done it before.
See moreApplication Review
Every applicant, against the criteria you agreed.
Each applicant is read against the bar: what they actually did and what is missing.
See moreAI Interviews
Ask what the application cannot tell you.
Lantern interviews each candidate about the gaps: what they did themselves and how it went.
See moreMeeting Intelligence
What your team learns stays learned.
Lantern captures every interview and debrief and proactively takes actions.
See moreAnalytics
Answers with the whole process in view.
Ask why a stage is slow or which requirement is hardest to meet.
See more
ENTERPRISE TRUST
Built for candidate data.
Built to be audited.
From applications to interview recordings, Lantern handles sensitive hiring data. Review our controls, policies and current audit status in the Trust Center.
- ISO 27001CERTIFIED
- SOC 2 TYPE IICERTIFIED
- GDPRCOMPLIANT
Candidate and client data is never used to train shared models. Export or delete it on request, and on exit.
Encrypted in transit and at rest. Role-based access, MFA, network isolation, and audit logging on every agent action.
Enterprise identity on your terms, with provisioning and deprovisioning handled through your directory.
Set how long recordings, transcripts and derived signals live. Deletion requests reach backups, not just the live store.
Live controls, policies, sub-processors and current audit status.
OPEN THE TRUST CENTERA WORKED EXAMPLE · ILLUSTRATIVE WORKFLOW
A debrief that informs the next search
Your team is hiring a Head of Engineering and agrees that personally building a function matters more than managing an established one.
- Record the hiring manager’s feedback and the evidence behind it.
- Have the team approve the change to the hiring bar.
- Use that shared context in sourcing, application review, interviews and reporting.
Your team decides whether the evidence meets the bar. The connected workflow keeps that decision in context.
This example explains the workflow; it is not a customer result or a live product output.
COMMON QUESTIONS
How Lantern fits your hiring workflow
What is Lantern?
Lantern is an agentic recruiting platform. It connects sourcing, application review, AI interviews, meeting intelligence and analytics through shared hiring context.
Does Lantern replace our ATS?
Lantern works with existing recruiting systems. The platform adds connected recruiting workflows and hiring context; confirm the connection method and data flow for your ATS with the team during a demo.
What are the World People Model and Company Hiring Model?
The World People Model describes the talent market, including career paths and what people built. The Company Hiring Model brings together your hiring criteria, notes, feedback and decisions.
Who makes the hiring decision?
Your team sets the hiring standard, reviews the evidence and makes the final decision. Changes to the hiring bar require human approval.
Where can we review security and data handling?
The Lantern Trust Center contains current controls, policies and security documentation. Review it alongside your requirements for access, retention and deletion.
SEE THE PLATFORM ON A REAL ROLE
Bring your next role.
See Lantern at work.
Optional. Your role is passed to the booking calendar when you continue.