Knows the marketTurns your taste into hires
From first search to final decision, every agent works with the same context.
TRUSTED BY TEAMS AT
AI agents that source, review applicants, interview and take meeting notes, connected to your ATS. They share your hiring taste and the evidence behind every candidate, so each decision informs the next search.
84%
faster time to fill
2M+
candidates processed
1B+
professionals in the World People Model
How it works
Five agents. One shared hiring taste.
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.
Advances every 8 seconds · click any agent to jump
Building your own agents? Give them Lantern's people data.
Lantern People is the same find, research and reach layer our agents use, as an API and an MCP server for yours.
people.lantern.md
$ lantern people search \
"built a payments team from zero, A to B"
26 people · evidence attached · 1.8s
Ask Lantern
Ask anything about a role.
Lantern answers with the whole process in view: every search, application, interview and debrief.
In practice · Hiring a Head of Engineering
One debrief. Shared context for every agent.
The hiring manager says it once in a debrief. Lantern proposes the change to your hiring taste, a person approves it, and every agent works from the new taste.
Your ATS stays.
Lantern connects to the system you already run and keeps it the record of what happened.
Your team decides.
Agents bring evidence and propose changes. A person approves every change to your hiring taste.
Every hire teaches the next search.
What one interview teaches reaches the next search, review and interview.
Why Lantern
Two models behind every agent.
Your hiring system is a database. It knows nothing about the outside world and nothing about who your company actually needs. Lantern adds both.
WORLD PEOPLE MODEL
Knows the market.
A billion professionals and their career signals, tracked live: who built what, at what stage, who is reachable and who is about to move.
Career paths
Company stage
What they built
Title calibration
Alumni flows
COMPANY HIRING MODEL
Learns your taste.
Learned from your hiring history, employee records, meetings, notes and every decision you made: who you hired, who you passed on, and why.
Your taste
HM notes
Debriefs
Scorecards
Past decisions
Approvals
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Works with your ATS
The record stays where it is. Lantern adds the agents on top and writes back what your team approves.
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Humans approve every change to your taste
Agents propose, with the evidence attached. A recruiter or hiring manager signs off before anything moves.
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.
Your data stays yours
Candidate and client data is never used to train shared models. Export or delete it on request, and on exit.
Encrypted, least-privilege
Encrypted in transit and at rest. Role-based access, MFA, network isolation, and audit logging on every agent action.
SSO, SAML and SCIM
Enterprise identity on your terms, with provisioning and deprovisioning handled through your directory.
Configurable retention
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 Center
Customers
Superpowers you wish your ATS had.
Sourcing, application review and meeting intelligence across engineering roles
Phone screens and interviews for high-volume legal hiring
Hardware and product sourcing with evidence packs
Sino Group
AI phone screens for property and hospitality roles
Hiring is the last moat
Bring your next role.
See Lantern at work.
Tell us who you need and we will show the search, the review and the interview on your role.
A 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.