# Lantern

> Give Lantern the role. We run the hiring.

Lantern is an end-to-end AI Hiring Manager for founders and HR leaders. You set the bar. Lantern runs the work. Your team makes the final decision.

## Trusted by

Baker McKenzie, Crypto.com, Hyatt, Sino Group, Gammon, and Nan Fung.

## Taste. Market. Execution.

One hiring manager, not three handoffs. Lantern runs all three in one continuous hiring loop.

### 1. Hiring Manager Taste

What exceptional looks like at this company, what the person must prove, and which tradeoffs matter.

### 2. Talent Intelligence

Who the market can actually offer, where supply is constrained, and which assumptions deserve pushback. Lantern helps turn an ideal profile into a hiring standard that can find the right person in the real market.

### 3. Recruiter Execution

Outbound search, inbound applications, AI interviews, technical assessments, candidate engagement, and scheduling.

## Fifteen-minute calibration

Lantern learns your team's taste in one focused conversation. It challenges a weak or contradictory assumption, explains the market reality behind that pushback, and turns the outcome into a visible change to the hiring standard.

## One end-to-end hiring loop

Role → Calibrate → Find → Assess → Engage → Coordinate → Learn

Lantern keeps the work moving across the full loop instead of handing your team another collection of recruiting tools to operate.

## Evidence before introductions

Your team's taste starts the search. Evidence decides who is worth meeting.

- Familiar profile → insufficient relevant evidence → held back
- Less-obvious profile → strong relevant evidence → worth meeting

Lantern keeps the evidence for the fit, the evidence against it, and the remaining unknowns visible. This reduces false positives without turning pedigree into the hiring standard.

## No ATS. No sourcing tool. One AI Hiring Manager.

Lantern owns calibration, talent intelligence, execution, coordination, and learning in one place. It handles outbound and inbound candidates, AI interviews, technical assessments, candidate conversations, and scheduling.

Your team owns the hiring standard, interviews, and final decision.

## Learning with accountability

Interview feedback → proposed change → human approval → recorded reason

Feedback can sharpen the next search, but Lantern does not silently change the hiring standard. A person approves the change, and the reason stays visible.

## Questions

### What 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.

### What 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.

### How 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.

### Do 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.

## Start

Give Lantern the role. We run the hiring.