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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.

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Configuring Scoring Criteria

This is where you decide what qualifies a candidate and how HeyMilo evaluates them across every stage of your end-to-end AI recruiting flow. By setting up clear, weighted criteria, you ensure every candidate is evaluated fairly and consistently, making it easy to identify your top talent.

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Understanding HeyMilo Scoring

Your AI agent automatically:
  • Evaluates responses against your defined criteria
  • Assigns scores based on response quality and relevance
  • Provides reasoning for each score given
  • Ranks candidates by overall performance
  • Highlights strengths and areas of concern
Some employers are happy using the AI-generated questions as they are, while others prefer to edit the evaluation criteria or tweak the questions themselves to better fit their needs. In some cases, employers might not use the AI-generated questions at all and start from scratch.
Reviewing the AI-generated questions and customizing them to meet your exact needs ensures the interview reflects your real hiring standards, and that you can gather the most relevant information.
Every interview stage in HeyMilo includes a Questions & Scoring section:
  • Resume Screening
  • Voice / Video Interview
  • SMS Screening
  • Application Form
Each stage is fully customizable and transparent.
You decide what stays, what changes, and what matters.

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Customization Is the Point

Some employers:
  • use the AI-generated questions exactly as they are
  • make light edits to wording or scoring
  • generate evaluation criteria + tune with AI
  • replace everything with their own rubric and design every detail
All four are supported, and you are never locked into the AI’s first draft.

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What You Can Customize (Across All Stages)

This applies to every screening agent.

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Reordering Questions and Criteria

You can drag and drop questions or criteria to change their order.

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Understanding Weights (What “Importance” Really Means)

Weighting tells HeyMilo how much a question should influence the final score.
  • Higher weight = matters more in the final score
  • Lower weight = still evaluated, but less critical
You do not need to make everything high weight. Many teams often stick with the default settings. Weighting helps you avoid accidental bias, where less critical questions dominate results.

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Resume Screening: Early Signal, Clean Filters

Contextual Resume Screening works best when you want to filter fast before other screeners and interviews. You can configure: Use resume screening to remove noise early while keeping standards consistent.

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Application Forms: Structured Intake

Form questions are ideal when you need structured data, and want to qualify fit before interviews.
Forms reduce back-and-forth and clean up your pipeline.

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SMS Screening: Speed and Eligibility

SMS Screening is optimized for quick engagement and qualification.
SMS works best when you want fast answers with minimal friction, especially for on-the-go candidates.

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Voice / Video Interviews: Judgment and Depth

Voice interviews are where nuance matters. HeyMilo starts you off with a balanced set of open-ended questions that you can edit or replace.
This is where the AI recruiter starts thinking and interviewing like you with adaptive, and conversational voice AI.

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Hide scoring criteria from candidates (voice / video)

Some teams do not want candidates to hear or see scoring detail during the interview. HeyMilo can still score answers using your rubric; only the live rubric is hidden.
Where: Interviewer → Questions & Scoring (voice/video) → Edit the question. Steps
  1. Set context and criteria as usual (used for scoring).
  2. Leave Don’t include in overall score unchecked so Hide criteria from interviewer appears.
  3. Turn on Hide criteria from interviewer.
Candidate experience: The interviewer stops surfacing that question’s scoring criteria in the live session (with a short in-product notice). Reports and workflow still use your criteria. Follow-ups: Default follow-ups tied to the hidden rubric may be limited. Use the question instructions field, and Advanced criteria at the bottom, to script follow-ups in your exact wording (including fixed probes that do not depend on the prior answer). Save when done.

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Dealbreakers vs Scoring

A simple way to think about it:
  • Dealbreakers = eligibility
  • Scoring = quality
This keeps interviews fair, efficient, and predictable.

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Tags (Optional, Informational)

Tags extract additional useful details from candidate responses (transcript) without affecting scores.
Tags appear in candidate profiles + reports to help with sorting and review.

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Test Before You Launch

Every Questions & Scoring section includes Test Now before you activate your agent.
Testing lets you experience the interview as a candidate, see how follow-ups trigger, validate scoring logic, and catch unclear wording early. Always test before activating!

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Scoring Best Practices

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Common Scoring Mistakes

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Interpreting Overall Candidate Scores

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Continuous Improvement

Pro Tip: The best scoring system is one that consistently identifies candidates who succeed in the role. Focus on criteria that predict actual job performance, not just interview performance.

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Ready to Invite Candidates?

With compelling questions and intelligent scoring configured, your interview agent is ready to start evaluating candidates. The next step is activating your agent and learning how to share it with candidates to drive high completion rates. Remember: Scoring is an iterative process. Start with a solid foundation and refine based on real candidate data and hiring outcomes!