Lantern is an AI Hiring Manager built by Lantern AI. It sources candidates, screens CVs, runs conversational video interviews, and schedules hiring managers 24/7.

How does Lantern screen candidates?

Lantern screens every CV against the Ideal Candidate Profile your hiring manager defined. It scores fit on role-specific criteria and surfaces the strongest candidates with evidence from their experience.

Does Lantern conduct real interviews?

Yes. Lantern runs live, conversational video interviews with candidates, asks role-specific follow-ups, and produces a structured evaluation your hiring manager can review.

What ATS systems does Lantern integrate with?

Lantern integrates with major ATS platforms including Greenhouse, Lever, Workday, and Ashby.

Is Lantern suitable for high-volume hiring?

Yes. Lantern is purpose-built for high-volume hiring teams. It runs sourcing, screening, interviewing, and scheduling in parallel so your team can process thousands of applicants without adding headcount.

The world's first AI Hiring Manager

Your hiring manager. Cloned, always‑on, fully accountable.

Lantern sits down with your hiring manager, learns their bar from real candidate calls, then runs the entire funnel — sourcing to scheduling — at that bar. Recruiters only step in when asked.

Hire me Watch Lantern work

ISO 27001
SOC 2 Type II
GDPR

Lantern

Autopilot activated

Trusted by Hiring Teams at

Meet Lantern

Lantern · AI Hiring Manager

Interviewed your hiring manager on Tuesday

Not an AI recruiter. A hiring manager — cloned, always‑on, accountable.

Has a bar. Cloned from the calls and picks of your real hiring manager — not a checklist a recruiter wrote.
Runs the funnel. Source → screen → interview → schedule, end-to-end. No tool-stack, no relays, no ticket queue.
Owns outcomes. If she advances a candidate, it's because the bar is met. If she pages a human, she explains why.

Lantern doesn't hire people for you. It skips the human recruiter middleware so every step of the funnel runs to your hiring manager's bar — directly.

No more hiring manager drift

Lantern shows candidates to the hiring manager first. The manager's picks become the Ideal Candidate Profile.

No recruiter relay. Lantern talks to the hiring manager directly — surfaces candidates from your talent pool and an 800M-contact external database, and locks the Ideal Candidate Profile around the ones they say “yes, that's it” to. Every downstream agent runs against the locked profile.

Must-have
Non-negotiables. Miss one, Lantern won't advance the candidate.
Nice-to-have
Weighted boosts baked into the score — never treated as binary.
Hidden criteria
The unspoken stuff. Lantern reads it from the hires you point to.
Recruiter, by exception
Default loop has zero recruiter handoffs. Humans get paged only when asked.

Why pick first

Vague JDs and twelve revisions die here. Pointing at real humans is faster, more honest, and surfaces criteria nobody would have written down.

Build your first Ideal Candidate Profile See an example

Lantern· Ideal Candidate Profile builder

1. Intent›2. Pick›3. Lock›4. Shortlist

Hiring manager — intent

Remote EUSaaS · quota-carrierMEDDICSeries B+ experience

Surfaced for review

Past pool + 800M external

0 / 3 picked

Check the candidates that match what you actually want. Lantern builds the profile from your picks.

Amara Okafor

Past hire · 3.2 yrs tenure

PAST hire

Diego Vargas

Past hire · closed £1.4M ARR

PAST hire

Yuki Tanaka

Market · ex-Gong, 800M DB

MARKET

Rohan Kapoor

Market · Salesforce AE

MARKET

Siobhan Walsh

Past hire · President’s Club

PAST hire

Mateus Silva

Market · DataDog EMEA

MARKET

Lantern

“Both picks closed $1M+ enterprise deals in SaaS. Promoting to must-have — confirm?”

Ideal Candidate Profile

Senior SaaS Account Executive

Drafting

Must-have· Deal-breakers. Every candidate must match.

Waiting on picks…

Nice-to-have· Weighted boosts.

Waiting on picks…

Hidden· Surfaced from your picks.

Waiting on picks…

Dispatching to agents in parallel

0 scanned

Sourcing

800M DB

CV Screening

1,284

AI Interview

outbound

Scheduling

calendars

Meeting Bot

notes

Reviewer

scoring

Every agent reports to her

Lantern runs the funnel to your hiring manager's exact bar.

Sourcing, screening, scheduling — every agent answers to Lantern, and Lantern answers to the bar your hiring manager set. No recruiter relay in between.

Agent orchestration · live

Control all agents with simple prompts

Ideal Candidate Profile

Lantern knows what you want

Source

Find them

Outsourcing Agent

Job Boards Distribution

Intelligent Application Form

Engage

Reach out

Email Outreach

WhatsApp Outreach

LinkedIn Outreach

Evaluate

Separate signal

CV Screening

AI Interview

Meeting Notetaker

Collecting HM's Feedbacks

Coordinate

Move it forward

Scheduling

ATS Integrations

Shortlist ready

3 top candidates · signed & scored

THE LANTERN PLATFORM

Align, source, screen, interview, schedule, govern.

Six surfaces that used to need six tools, stitched into a single agent — all measured against the hiring manager's standard.

Align with your hiring manager before a single résumé hits the pipe.

Lantern interviews the hiring manager, surfaces candidates from your talent pool and an 800M-contact external database, and locks the Ideal Candidate Profile around the ones they say 'yes, that's it' to. Every downstream agent runs against the locked profile.

Conversation with the hiring manager, not a form to fill
Must-haves / nice-to-haves / hidden criteria auto-populate from picks
Locked Ideal Candidate Profile versioned and pushed to every agent

Learn more

alignment · hiring manager

Needs to have closed $1M+ ARR in SaaS enterprise.

Lantern surfaced 5 — pick who fits

Elena R.

closed $1.4M · MEDDIC

Marcus V.

closed $2.1M · MEDDIC

Priya S.

closed $780K

Dara O.

SMB only

Rafael D.

mid-market

Ideal Candidate Profile · Locked

✓Must: closed $1M+ enterprise ARR
✓Must: MEDDIC · Command of the Message
✓Nice: Fintech vertical

AI-NATIVE BY ARCHITECTURE

Memory. Action. Re-calibration. The three layers that make her her.

Three loops that feed each other. Every interview sharpens the targeting. Every reply tunes the outreach. Every offer tightens the bar — for the next candidate, the next role, the next year.

Matched todaylive

Maya Okonkwo

Staff Engineer

96%

fit

Diego Alvarez

Senior PM

91%

fit

Wen Zhang

Design Lead

88%

fit

Scanning 4.2M public profiles+18 new overnight

Memory & context, not rows in a database.

Every interview, every CV review, every hiring-manager reaction, every candidate signal is preserved as addressable, queryable context. Nothing gets collapsed into a row in a database or summarized into a CRM field. Lantern can reach back into any of it the moment it matters.

Full-fidelity history across interviews, CVs and HM feedback
Queryable context, not lossy fields and dropdowns

See how

Drafting · Anna Torres

Tone: warm

Subject

Your work on the 0-to-1 payments team — short intro?

Hi Anna,

Your rewrite of the checkout retry logic kept coming up while our team scoped what “great” looks like for this role. It’s rare work.

Channel: email → LinkedIn if no reply in 4dsending at 9:12am local

Action with real tools, not text about action.

Lantern isn’t a chatbot writing about what she’d do. She executes — sources from real candidate databases, sends real emails, writes real ATS records, books real calendars, runs real video interviews. Real APIs, real artifacts, real outcomes in your stack.

Sources, emails, ATS writes, calendar bookings via real APIs
Runs structured voice interviews on real video, not transcripts

See how

Interview quality

+18 pts

rolling 30-day signal accuracy

improving

Sessions

12,408

Avg. depth

4.6 / 5

Drop-off

2.1%

Re-calibration on every signal.

Every yes, every no, every offer extended, every offer accepted, every “looks great but…” remark from a hiring manager retunes the bar. The 50th candidate is judged by a sharper standard than the 1st. The bar tightens with every loop, role and year.

Every HM reaction and outcome retunes the rubric in place
Sharper judgement at candidate 50 than candidate 1

See how

WHO STAYS IN THE LOOP

Hiring managers run the show. Everyone else, by exception.

The default loop has zero recruiter handoffs. TA and HR Ops still own the parts that need a human — negotiation, escalation, compliance — without owning the parts that don't.

Primary

Hiring Managers

You set the bar. Lantern hires to it. Every interview transcript, score, and offer-ready candidate lands in your inbox — ready to approve, pass, or push to offer.

By exception

TA Leaders

Recruiter-in-the-loop, by exception. Lantern runs the default funnel; your team handles negotiations, escalations, and the calls only humans should make.

System of record

HR Ops

The system of record under it all. Lantern unifies sourcing, screening, scheduling, and ATS sync into one auditable trail your org actually uses.

SKIP THE RELAY

Replace the recruiter handoff.

Every recruiter handoff exists because your hiring manager can't be everywhere at once. Lantern can.

The old way8 problems · daily friction

Before Lantern

A stitched-together stack held up by spreadsheets, calendar invites, and good intentions.

HM intent lost in relayRecruiter translates kickoff through Slack, email, Notion — always lossy
Ghosted candidatesFollow-ups forgotten after the first reply
Slow time-to-contactInbound leads sit cold for days
Manual sourcing grindHours of LinkedIn scrolling per role
Scheduling tag6 emails to book one screen
Talent pool wastagePast candidates buried, never re-engaged
HM never sees top of pipelineBest candidates filtered out before the manager can judge them
No reusable blueprintNo auditable taste, no playbook to scale across roles

The new way1 agent · 0 handoffs

After Lantern

One agent, every channel, always on. Your team stops chasing tools and starts chasing offers.

Lantern · AI Hiring Manager

24/7AutopilotLantern AI

One agent. Every channel.
Zero tool handoffs.
Hands off your team. Hands on the pipeline.

One hire. One agent. Zero logins.

HUMAN-IN-THE-LOOP, BY EXCEPTION

5 moments she pages a human. Everything else, she handles.

The default loop has zero recruiter handoffs. Humans get paged on the moments only humans should own — explicit, named, traceable.

01Negotiation & comp
Final offer math, equity refresh, counteroffers — anywhere money meets human nuance.
02Compliance flags
Visa, regulated-role checks, anything legal-shaped that needs a real signoff.
03HM-tagged escalations
Hiring manager flags an interview as "look into this" — paged immediately.
04Candidate complaints
Anything that needs human empathy, not policy. No bot answers a real grievance.
05Bar drift
Two recent picks contradict the ICP — Lantern pauses the funnel and asks.

LANTERN'S AVERAGE RESULTS

Fewer tools, more hires.

These aren't projections — they're the averages across teams running Lantern today. She works the pipeline around the clock, learns from every interview, and compounds results the longer she's in the loop. The net effect: hiring managers ship more offers without a recruiter relay.

Hire LanternLive in 7 days · No rip-and-replace

+42%

qualified candidates per recruiter

−60%

time to first interview

−45%

cost per hire

24/7

continuous interviewing

100K+

interviews conducted

$120M

in payroll saved across customers

AI-NATIVE FROM DAY ONE

Persistent memory. Continuous re‑calibration. The funnel that learns.

Every interview, CV reasoning, and HM reaction is preserved as addressable context — and every signal re-tunes the bar. The 50th candidate Lantern sees is judged by a sharper standard than the 1st.

Persistent memory.

Every interview, CV review, and HM reaction is preserved with full context — never collapsed to a row in a dashboard.

Re-calibration on every signal.

Every yes, every no, every offer-extended retunes the ICP. The bar gets sharper with every candidate she sees.

Compounding across roles.

Role 5 starts with the accumulated taste from roles 1–4. Your team's judgment compounds — not your tooling.

Auditable trail.

Every decision links back to the moment, transcript, and criterion that drove it. Replay any hire, any rejection, any year.

ASK ANYTHING

The funnel is queryable. Just ask.

No BI tool, no SQL, no exports. Every interview, decision, and reaction is addressable from inside the agent — in plain English.

Ask Lantern · plain English · zero SQL

You asked

"Why did we pass on Priya Raman in March?"

Lantern answered

Strong on must-haves. Failed on hidden criterion #2: tenure pattern.

Must-havesall met (3/3)
Failed criterion24-month tenure rule — last 2 roles avg 11 months
HM moment"Looks great on paper but I get nervous on the tenure" · 14:32
CalibratedBar tightened on tenure for next 4 candidates

Source: interview transcript · CV review · HM reaction log

No SQL. No BI tool. The funnel itself is the database.

INTEGRATIONS

We plug into 30+ ATS.

Lantern reads from whichever ATS you run, writes to your calendars, and chats where candidates already are. No rip-and-replace — just turn her on.

See integrations

Greenhouse

Lever

Workday

Ashby

iCIMS

SmartRecruiters

Workable

BambooHR

Personio

Zoho Recruit

SAP SuccessFactors

ADP Workforce Now

Oracle Taleo

Avature

Oracle Recruiting

Cornerstone

Eightfold

Phenom

Paradox

Gem

UKG Pro

Paycor

Paylocity

Factorial

Jobvite

JazzHR

Teamtailor

Recruitee

Pinpoint

Breezy HR

Manatal

Crelate

Ceipal

JobDiva

Fountain

Welcome to the Jungle

READY TO SHIP?

Hire Lantern.

Skip the RFP marathon. Book a walkthrough, see her run against one of your live reqs, and decide. Most teams are live inside two weeks.

Book a walkthrough Talk to sales

Live in 2 weeks

Replaces 6+ tools

SOC 2 Type II

No per-seat pricing