HIRING MANAGER
Taste
What exceptional looks like here: the outcomes, working style, tradeoffs, and signals your team actually values.
15-minute calibrationA living hiring standard
BACKED BY Y COMBINATOR · F26AI HIRING MANAGER
Turn your taste
into hires.
Lantern learns what exceptional looks like at your company in fifteen minutes, tests it against the market, then finds, interviews, and schedules people worth meeting.
Optional. Anything you write here comes with you to the calendar.
TRUSTED BY TEAMS AT
Taste. Market. Execution.
One hiring manager, not three handoffs.
One AI Hiring Manager combines your judgment, an honest view of the talent market, and disciplined execution. No handoffs. No gaps between what you want and what gets done.
OPEN ROLEFounding Product Engineer
HR PARTNER
Talent Intelligence
Who the market can actually offer, what they expect, and where the plan is unrealistic or pointed at the wrong person.
Market reality + honest pushbackA better target
RECRUITER
Execution
The work that turns a role into a hire: finding, assessing, engaging, coordinating, and following through.
One continuous hiring loopPeople worth meeting
ONE CONTINUOUS SYSTEMPeople worth meeting, with the evidence attached.
Fifteen minutes to learn your taste.
And test it against reality.
Lantern asks what the role description cannot: who thrives here, what success looks like, and which requirements are weak proxies. When the market or your own history says otherwise, it tells you.
15-MINUTE CALIBRATIONONE DECISION, MADE VISIBLE
LANTERN
What would make this hire exceptional here, not simply qualified?
YOU
Someone from a larger fintech who has already seen scale.
TALENT INTELLIGENCE · PUSHBACK
Your strongest people joined before there was much process. Requiring a larger company may screen out the builders your team actually rewards.
Make builder instinct the priority and treat scale as useful, not required?HIRING STANDARD UPDATED
Large-company scale experience
Evidence of building before the playbook existed
One role in.
The full hiring loop runs.
Lantern does not stop at a list of profiles. It handles outbound and inbound candidates, AI interviews, technical assessments, communication, scheduling, and what happens next.
01
RoleGive Lantern the role
→02
CalibrateLearn your taste
→03
FindOutbound + inbound
→04
AssessAI interview + technical assessment
→05
EngagePersonal candidate conversations
→06
CoordinateMove every interview forward
→07
LearnSharpen the next pass
WHAT REACHES YOUR TEAMInterview-ready people
- Evidence for the fit
- Reasons to hesitate
- Open questions
- Context for the conversation
Every introduction
earns its place.
Familiar titles and company names are not proof. Lantern checks what each person has actually done before they reach your calendar.
FAMILIAR PROFILERight title. Known company.
INSUFFICIENT PROOFWorked inside the playbook. Did not build it.
HELD BACKLooks right.
Wrong evidence.
Wrong evidence.
LESS OBVIOUS PROFILEDifferent title. Smaller team.
RELEVANT PROOFOwned discovery, launch, and adoption.
WORTH MEETINGClear reason
to interview.
to interview.
No ATS. No sourcing tool.
One AI Hiring Manager.
Give Lantern the roles, fifteen minutes of context, and honest interview feedback. It keeps the hiring work moving. Your team steps in where human judgment and relationships matter.
- Calibrate the role
- Pressure-test the target
- Run outbound and inbound
- Interview and assess
- Engage and coordinate
- Learn from feedback
YOUR TEAM OWNS THE DECISION- Set the standard
- Build the relationship
- Interview
- Choose
When your team learns something in an interview, the standard changes in the open.
Interview feedback
What the team learned
Proposed change
What Lantern would adjust
Human approval
A person accepts or rejects it
Recorded reason
The original and the change remain visible
THE HUMAN BOUNDARYLantern can run the process. It never makes the final hiring decision.
Bring security and data questions to the calibration call.
ENTERPRISE TRUST
Run on candidate data.
Built to be audited.
Lantern handles interviews, assessments and personal data for people applying to your company. That earns scrutiny. Every claim below is evidenced in the Trust Center, not just asserted here.
- 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 CENTERQuestions founders
and HR leaders ask.
01What happens in the 15-minute calibration?＋
Lantern learns what exceptional looks like at your company, which tradeoffs matter, and what candidates need to prove. It also pressure-tests the role against the talent market and shows where the standard should become sharper or more realistic.
02What does Talent Intelligence do?＋
Talent Intelligence connects your hiring goals to the people the market can actually offer. Lantern shows the available supply, explains the tradeoffs, and pushes back when a familiar requirement is narrowing the search without improving the hire.
03How does Lantern reduce false positives without missing less-obvious candidates?＋
Lantern compares evidence from a candidate's work with the hiring standard. It can hold back a familiar-looking profile when the proof is weak and surface a less-obvious person when the relevant evidence is strong, while keeping counter-evidence and unknowns visible.
04Do we still need an ATS or sourcing tool, and what stays with our team?＋
No separate ATS or sourcing tool is required for the workflow Lantern runs. Lantern owns calibration, talent intelligence, execution, coordination, and learning in one place. Your team sets the standard, interviews the people worth meeting, and makes every hiring decision.
YOUR NEXT HIRE CAN START WITH ONE SENTENCE
Give Lantern the role.
We’ll take it from here.
Optional. Anything you write here comes with you to the calendar.