Skip to main content

​
How to start a blast

  1. Open the Interviewer (job posting).
  2. Go to Candidates.
  3. Select who should receive the blast: one candidate, any subset, or select all (per your UI).
  4. Click Actions.
  5. Choose Blast.
  6. In the blast flow: pick channel (email / SMS / phone), add message where required, apply filters if offered, review eligible vs skipped, then enqueue / send.

​
How it works (overview)

  • Audience: Driven by who you selected on the candidate list, plus any filters in the blast UI (e.g. skip completed or knocked-out candidates when those options exist).
  • Channel: Email, SMS, or Phone call.
  • Message: You write copy for email and SMS only; phone blasts are automated (no script from you).
  • Review: The product shows counts: eligible vs skipped and a preview before you send.

​
Email blasts

  • Subject: Up to 200 characters (per product limits).
  • Body: Up to 2000 characters.
  • Requires valid email addresses.
  • Strong for detail, links, and a more formal tone.

​
SMS blasts

  • Message: Up to 2000 characters (per product limits).
  • Variables such as {{candidate_name}} where the product supports them.
  • Requires candidate phone numbers and SMS setup (see Phone Numbers).
  • Strong for short, urgent, mobile-first nudges.

​
Phone call blasts

Automated outbound calls—you do not write call content in the blast flow.
  • Recipients: Typically candidates with a number tied to prior SMS engagement (per workspace rules).
  • Filtering: Can align with other channels (e.g. avoid completed / knocked out when those filters are on).
  • System: Calls are initiated automatically; bad numbers are skipped.
  • Timing: Often constrained to business hours.
  • Rate limit: One call per candidate per 6 hours; skips may show rate_limited.

​
Rate limiting

Candidates contacted too recently are skipped automatically; results may show rate_limited. That protects deliverability and candidate experience.

​
Smart filtering (why “eligible” < “selected”)

Depending on options you choose, the product may skip people who:
  • Already completed the interview
  • Are knocked out / disqualified
  • Don’t have the right contact method (email / SMS / eligible phone path)
  • Hit rate limits
  • Phone: don’t meet SMS history (or similar) requirements
Always read the eligible vs skipped summary before you enqueue.

​
Blast history and metrics

  1. From the Interviewer, go to Candidates.
  2. Under Contact History, you’ll see the message sent to your selected candidates

​
Recruiter best practices

  • Corporate / desk roles: Email for clarity; send in business hours when possible.
  • High-volume / hourly: SMS for speed; keep copy short; one clear CTA + deadline.
  • Phone: Use when prerequisites are met and you want a high-touch signal.
  • Copy: Lead with value (role, pay band, deadline) not guilt.
  • Cadence: Respect rate limits; avoid hammering the same list daily.
  • Pilot: Test on a small selection before blasting everyone.

​
Troubleshooting

Tip: Pair urgency with a clear deadline and why it matters (“Stay in process for X — complete by Friday”).
Help: support@heymilo.ai or in-app chat.