this isn't even the worst part about an ats. the deeper problem is that the system turns hiring into a keyword bingo, and then calls the match a “signal.” a resume with the right keywords will beat someone whose work is clearly better, because softwares can parse nouns more easily than judgment. we built lantern.md to understand people. we study the work, the team’s standards, and the evidence behind a career. hiring should begin with judgment. that's our philosophy.

i'm hosting a dim sum w/ @rhobusiness before yc fall batch kicks off 🥟 on 9/6, in SF details + rsvp: partiful.com/e/sV3MzBYxN7N4v… come join us! :)

i got into YC on my third try, and it was actually the one i spent the least time on. @JustinTang29 and i had been shipping almost every month, so every application was different. the overcorrection is thinking you need a perfect application. make something people want and the it writes itself 🙌

half the reason @JustinTang29 and I started building lantern.md/. why judge people on a document and a made up task if what you need to know about an applicant is already available? so that's what lantern does: you tell it what a good hire looks like for you, it goes and finds those people with the proof attached. our goal: > help every company hire the best people > help good candidates get hired on what they've built

three months ago, i got rejected from yc (landed on top 10% so we were rlly close) today, @LanternAI__ is published in the yc directory gotta celebrate the "small" wins :> yc f26, we’re just getting started!