Dashboard Overview

Each interviewer represents a live (or past) screening workflow. From this view, you can quickly answer:

• Is this role still actively screening?

• Are candidates actually completing interviews?

• Is the experience about to expire?

• Are results flowing back as expected?

This helps you stay ahead of issues before they affect hiring velocity.

• Extend or archive interview experiences

• Check candidate volume and completion rates

• Share interview links or add candidates manually

• Clone a working setup for a similar role

If something feels “quiet” in your ATS, this is the fastest place to confirm whether interviews are running or stalled.

At the top of the Interviewers view, you’ll see a Show costs toggle.

What it does

• When turned on, each interview experience displays:

  • total spend to date

  • cost per stage (where applicable)

• When turned off, cost information is hidden so you can focus purely on candidate flow.

Why this is useful

• Quickly understand spend across multiple roles

• Keep hiring within budget without opening reports

• Review cost visibility when hiring for clients or leadership review

This toggle is visibility only. Turning it on does not change budgets or billing.

Not every candidate enters through a job application. This section lets you:

• activate candidates you already have

• avoid recreating interviews for one-off sourcing

• keep interviews consistent, regardless of entry point

• Push ATS candidates into an interview flow

• Search and source new candidates when pipelines thin

• Re-engage past candidates

This is especially useful when hiring slows down but demand doesn’t.

Without shared defaults, interviews drift. Different recruiters configure things differently, and results become harder to compare.

The AI section lets you standardize:

• how interviews sound

• how answers are evaluated

• how strict integrity checks should be

Once set, every new interviewer inherits these rules automatically. This keeps results consistent across teams, clients, or regions.

Interview completion depends heavily on clarity and trust. Outreach lets you:

• send from your own domain and chosen number

• control wording and tone

• manage SMS and email behavior

When candidates understand what’s expected, and know exactly comms are from they’re far more likely to complete interviews without follow-up. If completion rates dip, this is one of the first places worth reviewing.

Instead of guessing, you can see:

• how many interviews are completed

• how fast candidates move through screening

• how costs change by role

• estimated savings compared to manual screening

This is especially helpful for:

• internal reporting

• client conversations

• understanding which workflows are actually working

When integrations are set up correctly:

• candidates flow into interviews automatically

• completed results sync back without manual work

• recruiters stay inside their ATS while HeyMilo handles end-to-end screening

This keeps HeyMilo additive, not disruptive, to existing workflows.

Common uses include:

• triggering interviews when candidates apply

• syncing scores and transcripts back to the ATS

• supporting high-volume or agency workflows without extra steps

This is where you:

• manage user access and permissions

• configure privacy and compliance settings

• control billing, usage, and quotas

• manage calendars, API keys, and workspace preferences

Most teams configure this early, then revisit only when something changes.

Hiring doesn’t pause for troubleshooting. Between live chat, the wiki, and system status pages, most issues can be resolved quickly without blocking work.