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Documentation Index

Fetch the complete documentation index at: https://docs.heymilo.ai/llms.txt

Use this file to discover all available pages before exploring further.

This is where you decide what qualifies a candidate and how HeyMilo evaluates them at each stage. Every stage has a Questions & Scoring section you can configure. Set clear criteria and weights so every candidate is evaluated fairly and consistently.

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What you can customize (all stages)

For every question or criterion you can:
  • Edit the wording
  • Choose how it’s evaluated (scored vs pass/fail)
  • Assign weight (how much it affects the overall score)
  • Mark it as a dealbreaker (auto-disqualify if not met)
  • Control follow-up behavior (voice/SMS)
  • Reorder questions or criteria to control flow
HeyMilo can generate questions and criteria from your job description; you choose what to keep, change, or replace.

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Reordering and weights

  • Reorder — Drag and drop questions or criteria to change the order candidates see. Put dealbreakers first to filter early; group related topics together.
  • Weights — Higher weight = the question matters more in the final score. You don’t need to make everything high weight; many teams use the defaults. See How Scoring Works.

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Resume Screening

Configure Required Qualifications (auto-disqualifiers) and Evaluation Criteria (scored items like relevance and experience). You can enforce a minimum score so only candidates who meet your threshold advance.
Resume Evaluation Criteria
  • Required Qualifications — Add must-haves (e.g. 1+ year support experience, CRM experience, communication skills). Toggle “Enforce Required Qualifications” to auto-disqualify when not met.
  • Evaluation Criteria — Scored items for relevance, depth of experience, role fit.
  • Reorder / Generate / Re-use — Reorder criteria, generate with AI, or re-use from another interviewer.

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Application Form

Form questions collect structured answers and can enforce eligibility before candidates move on. Use Enforce Criteria so candidates who don’t meet requirements don’t advance.
Application Form Questions
  • Question types — Short answer, numeric (min/slider), multiple choice, date, file upload.
  • Required qualification (auto-disqualifies) — Mark questions as dealbreakers with pass/fail requirements (e.g. minimum years of experience, ideal answer “1”).
  • Reorder / Add — Reorder questions or add new ones.

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SMS Screening

SMS is built for quick eligibility checks. Use Enforce Required Qualifications so candidates who don’t meet your pass/fail answers are auto-disqualified.
Text Message Questions
  • Question types — Yes/no, numeric, pass/fail.
  • Required qualification (auto-disqualifies) — Set the ideal answer (e.g. “YES” for work authorization). Candidates who don’t match don’t advance.
  • Reorder / Re-use / Add — Reorder, re-use existing questions, or add new ones.

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Voice/Video Interview

For voice and video, you define evaluation criteria for each question: what a strong answer looks like (score of 5) and what a weak answer looks like (score of 1). Set weight and how many follow-ups the AI can ask.
Voice Interview Questions and Evaluation
  • Evaluation criteria — Describe what you’re listening for; define Score of 5 (strong) and Score of 1 (weak).
  • Weight — How much the question affects the overall score (e.g. 1–10).
  • Max follow-ups — How many follow-up questions the AI can ask to probe for more detail.
  • Enforce Objective Evaluation — Optional: require candidates to meet a minimum score to pass.
  • You can mix scored questions (1–5), structured (pass/fail, multiple choice), and informational (no score impact). See Question Library.

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Dealbreakers vs scoring

  • Dealbreakers = eligibility (work authorization, certifications, availability, hard minimums). Use required qualifications / enforce criteria so candidates who don’t meet them don’t advance.
  • Scoring = quality (judgment, communication, depth of experience). Use evaluation criteria and weights so stronger answers rank higher.
Use both so you filter on must-haves first, then rank by fit.

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Other settings

  • Tags (optional) — Extract extra details from responses (e.g. years of experience, tools) without affecting the score. Tags appear in reports for filtering and review. See Interview Tags.
  • Test before you launch — Every Questions & Scoring section has Test Now. Run through as a candidate to check wording, follow-ups, and scoring before you activate.
  • Multilingual Support — Languages and voices. Cheat Detection — Interview Integrity.

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Settings tab

Open the Settings tab (next to Integrations and Analytics). What you can edit vs view: Editable
  • Root Level Configuration — Edit language, interviewer name; under Advanced: Days to Complete, Scheduling URL, Redirect URL; Additional Context (company overview, job overview, interview process, instructions).
  • Workflow Steps — Click a step (e.g. Resume, Video Interview) to edit that step’s questions, evaluation, and Enabled Features (turn video or phone on/off for that step, tags). Phone and video are per step, not one global toggle.
  • Communication Channels — Set email template group, phone/messaging.
  • Customizations — Set design template group (branding).
  • Advanced Settings — Turn Cheat Detection, Test Posting, Deployed, Allow SMS, Email Report to Candidate, and retakes on or off.
View only (or set elsewhere)
  • Sourcing — See what’s assigned; configure in Sourcing.
  • Job Description — Shown to candidates; edit the description where you created the posting.
  • Agent Mascot — Name and status (e.g. Live) are shown; created/updated time and deadline (e.g. “6 days remaining”) are displayed here.
To give one candidate a retake without changing the rule for everyone: Candidates → open that candidate’s profile → Allow Retake.

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Next steps