For hiring teams
Hire without thehidden filter.
Wider, better-qualified pipelines of women in tech. Matches scored on evidence — not keywords — with a public fairness audit you can show your board.
2.3x
Wider qualified pipeline vs. CV-screen baseline
100%
Of scores explainable to candidates and recruiters
Quarterly
Fairness audit, published publicly
What you get
A hiring system that earns your board’s trust.
- 01
A pipeline you couldn't reach before
Anonymous-by-default candidates surface evidence over polish. The women your filters were quietly screening out finally make it to your shortlist.
- 02
Scores you can defend
Every candidate is rated on hard skills, AI fluency, soft skills, and culture fit. Every score has a paragraph of plain-English reasoning behind it.
- 03
Fairness as a public artefact
We benchmark against demographic parity and outcome equity, then publish the result. Bring the audit to your board, your regulator, your team.
- 04
Skills verified, not claimed
Portfolios, situational judgment tests, and on-platform upskilling produce receipts. You hire on what someone has actually done.
How it works
Three moves.Then a hire you can defend.
The same algorithm evaluates every applicant against every role. No A/B targeting. No segmented scoring. No hidden criteria.
- 01
Calibrate against your roles
We map your job ladder, success criteria, and existing high performers to the four-score model. No black box, no assumed equivalences.
- 02
Receive ranked, explainable matches
Each match arrives with the four scores, plain-English reasoning, and the receipts behind every claim. Your team reads the same thing the candidate does.
- 03
Publish the audit
Quarterly fairness reports against demographic parity and outcome equity. Yours to share with the board, regulator, or your team's Slack.
Free download · for hiring & people leaders
Save 10+ hours a week with a real AI roadmap.
A step-by-step guide to implementing AI in your hiring and people ops — written for teams that need outcomes, not slides. Where to start, what to automate first, and how to upskill the humans in the loop.
- A 30-day implementation map for hiring + people ops
- Prompts and audit checklists you can use this week
- An upskilling track tied to roles you already hire for
Questions, answered
The fine print, in plain English.
- How does Lyra reduce bias in hiring?
- Lyra scores every candidate against every role with the same transparent algorithm — four visible scores covering experience, AI fluency, soft skills and culture fit. We publish a quarterly fairness audit benchmarked against demographic parity and outcome equity.
- What kind of pipeline can I expect?
- Wider and better-qualified. Because candidates are anonymous-by-default and matched on evidence rather than keywords, you see the talent screening filters usually hide — particularly women returning to work, career switchers, and self-taught engineers.
- How are candidates verified?
- Skills are evidenced through portfolio artefacts, situational judgment tests and the upskilling library on-platform. Employers see the receipts behind every score, not just a number.
- What does onboarding look like?
- A 30-minute scoping call, a calibration session against your existing roles, and a private board within 10 working days. We don't charge until your first qualified shortlist lands.
30-minute scoping call
See your pipeline,unfiltered.
Book a 30-minute call. We’ll walk through your current funnel, show you the talent your filters are quietly screening out, and price a pilot on the spot.
Based in Barcelona · London · New York