# Lantern — AI Recruiting Platform Lantern connects recruiting agents through shared hiring context. Its World People Model describes the talent market; its Company Hiring Model captures the team’s hiring criteria, interview feedback and decisions. Humans make the final hiring decision. The connected hiring loop: set the role and hiring bar, source candidates, review applications, interview, debrief, decide and learn from outcomes. ## Platform and products ### AI Recruiting Platform Connect talent sourcing, application review, AI interviews, meeting notes and hiring analytics. Lantern agents share context while your team makes the decisions. Source: https://lantern.md/ ### Talent Sourcing Find candidates by what they built, their career paths and company context. Lantern's World People Model helps your team look beyond titles and keywords. Source: https://lantern.md/sourcing ### Application Review Review applications, portfolios, demos and references against your hiring criteria. Lantern brings the evidence together so your team can assess each applicant. Source: https://lantern.md/application ### AI Interviews Run AI candidate interviews with follow-up questions and transcript-backed assessments. Review the evidence with your team and make the final hiring decision. Source: https://lantern.md/interview ### Meeting Intelligence Capture hiring intake calls, interviews and debriefs. Lantern turns conversations into shared hiring context and actions across your recruiting workflow. Source: https://lantern.md/notetaking ### Hiring Analytics Ask questions about your hiring pipeline in plain language. Lantern connects ATS history and hiring context to deliver answers, charts and recruiting reports. Source: https://lantern.md/analytics ## Product questions and worked examples ### How Lantern fits your hiring workflow Source: https://lantern.md/#product-answers Q: What is Lantern? A: Lantern is an agentic recruiting platform. It connects sourcing, application review, AI interviews, meeting intelligence and analytics through shared hiring context. Q: Does Lantern replace our ATS? A: 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. Q: What are the World People Model and Company Hiring Model? A: 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. Q: Who makes the hiring decision? A: Your team sets the hiring standard, reviews the evidence and makes the final decision. Changes to the hiring bar require human approval. Q: Where can we review security and data handling? A: The Lantern Trust Center contains current controls, policies and security documentation. Review it alongside your requirements for access, retention and deletion. 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 explains a workflow, not a customer result or live product output. ### Questions about talent sourcing Source: https://lantern.md/sourcing#product-answers Q: How is Lantern sourcing different from a keyword search? A: Lantern uses the World People Model to consider what people built, their career paths and the company context around that work, rather than relying only on titles and keywords. Q: How do we start a search? A: Describe the role, the work to be done and the evidence your team needs to see. The sourcing page shows an example search and the evidence used to review potential matches. Q: Does sourcing use interview feedback? A: Sourcing shares hiring context with the other agents. Approved changes to the hiring bar can inform what the next search looks for. Q: What should we review before contacting a candidate? A: Review the evidence for the fit, reasons to hesitate and open questions. A sourcing match supports a team decision; it is not a hiring decision. Illustrative workflow: Search for the work, then review the fit A founding engineering role calls for someone who has built developer tools in an early-stage team. - Describe the work and company context in the role brief. - Look for relevant projects, career paths and evidence of building, beyond job titles. - Review the evidence for the match and the unanswered questions before outreach. A matching title is a starting point. The hiring team evaluates what the person actually did. This explains a workflow, not a customer result or live product output. ### Questions about application review Source: https://lantern.md/application#product-answers Q: What does Application Review consider? A: The page brings together applications, portfolios, demos, papers, video and references against your team’s hiring bar. The aim is to understand the evidence across the applicant’s work. Q: Is a CV enough to assess an applicant? A: A CV is one source. Work samples and supporting materials can provide context that a short document leaves out. Q: What happens when evidence is missing? A: Keep the gap visible as an open question for the next stage. Missing evidence should be investigated rather than presented as something the applicant has proven. Q: Can our criteria change? A: Your team owns the bar. Approved changes become shared hiring context so review and the downstream stages use the same standard. Illustrative workflow: Read the evidence beyond the CV An applicant submits a CV, a project portfolio and a recorded demo for a product engineering role. - Bring the materials together against the agreed hiring criteria. - Look for what the applicant personally contributed and the evidence supporting it. - Carry unresolved questions into the interview instead of treating missing information as proof. The team reviews the evidence and decides what to investigate next. This explains a workflow, not a customer result or live product output. ### Questions about meeting intelligence Source: https://lantern.md/notetaking#product-answers Q: Which hiring conversations does Lantern cover? A: Meeting Intelligence covers intake calls, interviews, bar raisers and debriefs. It keeps what the team learns connected across the hiring workflow. Q: How is it different from a standalone meeting transcript? A: The purpose is to connect conversation context to recruiting work. Notes and feedback inform the hiring bar and the other agents rather than staying in an isolated meeting record. Q: Can one interview change future sourcing? A: Interview feedback can inform a proposed change to the hiring criteria. Once a person approves the change, the shared context can guide subsequent sourcing and review. Q: Where do we check recording and retention controls? A: Review the current documentation in the Trust Center and confirm your recording, access and retention requirements before rollout. Illustrative workflow: Keep a debrief connected to the role After an interview, the panel discusses whether a candidate built a function or joined one that already existed. - Capture the conversation and the evidence the panel discussed. - Connect the feedback to the role’s hiring criteria. - Have the team review any proposed change before it informs the next search or interview. The conversation becomes shared context. A person still approves a change to the bar. This explains a workflow, not a customer result or live product output. ### Questions about hiring analytics Source: https://lantern.md/analytics#product-answers Q: What questions can we ask Lantern Analytics? A: Ask about your hiring process in plain language—for example, why a stage is slow or which requirement is hardest to meet. Lantern returns an answer, chart or report using the connected hiring context. Q: Where does the analysis come from? A: Lantern connects ATS history with hiring context. The information available depends on the systems and records connected to your workflow. Q: Does the team need to write SQL? A: The Analytics page is designed around plain-language questions. Bring an example question and the relevant workflow to a demo to see what the connected data can support. Q: Does a chart explain why something happened? A: A chart can reveal a pattern, but a pattern alone is not proof of a cause. Review the evidence and hiring context before changing the process. Illustrative workflow: Investigate a slow hiring stage A hiring manager wants to understand why candidates are spending longer at one stage. - Ask a plain-language question about the pipeline or requirement. - Use the connected ATS history and hiring context to investigate the answer. - Review the chart or report alongside the underlying hiring decisions before changing the process. A report helps your team investigate. It does not establish the cause of a delay by itself. This explains a workflow, not a customer result or live product output. ## Systems and controls Lantern works with existing ATS workflows. Hiring context is shared across agents; your team owns the hiring standard and final decisions. For current security documentation and controls, consult https://trust.lantern.md/. ## Links - Book a demo: https://lantern-ai.cal.com/sales/30min - YC company profile: https://www.ycombinator.com/companies/lantern-ai - People Infrastructure for Agents (separate offering): https://people.lantern.md/ - Privacy: https://lantern.md/privacy-policy - Terms: https://lantern.md/terms-of-service - Email: team@lantern.md The former ourlanterns.com homepage redirects to lantern.md. AI Interviews is at https://lantern.md/interview. Agent setup documentation: https://lantern.md/SKILL.md