Resume Screening

Say goodbye to basic keyword filters: Resume screening in HeyMilo contextually evaluates resumes against your chosen requirements, scoring and ranks candidates so you can focus on the best fits first.

Meet Roscoe the Resume Screener 🐾 your AI-powered teammate for reviewing resumes. Roscoe checks each application for must-have qualifications, scores candidates using your custom rules, and organizes results so top talent rises to the top!

💡 Pro Tip: Place resume screening at the start of your hiring flow so Roscoe can filter and rank applicants before more time-intensive steps like AI interviews.

When Resume Screening Works Best

Use Resume Screening when you want to:

• Filter large applicant pools early

• Enforce must-have experience or credentials

• Rank candidates before interviews

• Reduce time spent reviewing unqualified resumes

• Keep evaluations consistent and unbiased

• Reduce resources spent interviewing unqualified candidates

Add Resume Screening to Your Interview Flow

1

Step 1 Create Interviewer

• In Interview Stages, add Resume Screening

• Click the Resume Screening card to configure it

2

Step 2 Configure Resume Screening Settings

This is the high-level control panel for how resume screening behaves.

Resume Upload Required

• ON → candidates must upload a resume to proceed

• OFF → resume is optional

Required Qualifications

Choose how many pass/fail requirements HeyMilo should generate. Recommended: 3–4

• Examples:

  • Years of leadership experience

  • Industry background

  • Portfolio or certifications

  • Specific role experience

Toggle Enforce Required Qualifications:

• ON → candidates who fail are auto-disqualified

• OFF → qualifications are informational only

Scored Evaluation Criteria

Choose how many scoring criteria HeyMilo should generate.

• Recommended: 5

• These are used to rank candidates, not disqualify them

Toggle Enforce Objective Evaluation:

• ON → candidates must meet a minimum score (ex. 60% and up)

• OFF → scores are informational

Set a Minimum Score (0–100%) if enforcement is on.

Interview Context (Optional)

You can provide shared context to guide evaluation quality:

• Interview Style & Approach

• Company Information

• Role Details

• Hiring Process Overview

This improves how Roscoe interprets resumes but is never shown to candidates.

3

Step 3 Define Required Qualifications (Dealbreakers)

In Questions & Scoring → Required Qualifications, you define what candidates must have.

For each qualification, you can:

• Edit the wording

• Mark it as pass/fail

• Reorder qualifications

• Reuse criteria from other roles

You can always start from scratch as well. Add, delete, or edit qualifications as desired.

Examples:

• Retail Manager: multi-year store leadership

• Designer: portfolio showing shipped work

• Healthcare: valid license required

4

Step 4 Define Scored Evaluation Criteria

In Evaluation Criteria, you define how resumes are scored and ranked.

Each scoring criterion includes:

• What to look for

• What a strong resume looks like (Score of 5)

• What a weak resume looks like (Score of 1)

You can:

• Edit or replace AI-generated criteria

• Reorder criteria

• Exclude criteria from the overall score

• Get AI to generate criteria, or tune descriptions for your hiring standards

💡 Turning on Enforce Criteria helps prevent unqualified candidates from moving into more costly screenings like AI interviews.

5

Step 5 Reorder Criteria

You can drag and drop to reorder:

• Required Qualifications

• Scored Evaluation Criteria

Order does not change math, but it:

• Improves clarity

• Helps reviewers understand priorities

• Makes results easier to scan

6

Step 6 Test Before Activating

Click Test Now to preview how resumes are evaluated.

Testing lets you:

• Validate dealbreakers

• Review scoring behavior

• Catch overly strict rules

• Adjust criteria before real candidates enter

Always test before going live.

7

Step 7 Activate Resume Screening

Once activated:

• Resumes are evaluated automatically

• Candidates are ranked by score

• Unqualified candidates are filtered early

• Results sync with the rest of your workflow

Consider layering in additional agents:

• SMS Screening

• Form Screening

• Voice or Video Interviews

8

Step 8 Review Resume Screening Results

Resume results appear directly in the candidate profile under the Resume tab (along with other agents layered in).

You’ll see three tabs:

• PDF: the candidate’s original resume

• Eligibility: required qualifications, pass/fail results, and explanations

• Scorecard: score summary, detailed evaluation, and reasoning for each criterion

This makes it clear why candidates pass, fail, or rank higher before moving them onto other critical stages. Additionally, sort + filter to prioritize top matches!

Things to Remember When Setting Up Resume Screening

✅ Define clear, role-specific must-haves

Avoid vague or overly broad eligibility criteria. Specific rules like “Must have 2+ years in SaaS sales” or “Must be proficient in Salesforce” help Roscoe filter accurately and prevent strong candidates from being wrongly screened out.

✅ Use scoring criteria to rank, not replace, must-haves

Eligibility criteria handle the pass/fail. Scoring is where you can differentiate between good, great, and outstanding candidates without disqualifying someone who meets your base requirements.

✅ Protect your budget with Enforce Criteria

Turning on Enforce Criteria ensures unqualified candidates aren’t moved forward into other screening steps like AI interviews, which cost more to run. This keeps your pipeline focused on viable candidates and avoids unnecessary spend.

✅ Be intentional with the number of criteria

Too many eligibility questions can over-filter and reduce your candidate pool unnecessarily. Too few scoring criteria might not give you enough data to rank top talent. The recommended starting point is 3 eligibility and 5 scoring criteria.

Additional resources

For additional information not covered here, reach out to [email protected].