Scorecards & Analysis
HeyMilo's intelligent scorecards provide structured, objective, and consistent evaluations of every candidate, making it easy to compare qualifications and make fair, confident, and data-driven hiring decisions.
What is a Scorecard?
A scorecard is a structured assessment that breaks down candidate performance into specific categories. It provides both quantitative scores and qualitative insights, helping you make well-informed decisions, providing:
Objective Evaluation: Consistent criteria applied to all candidates
Detailed Breakdown: Performance by competency area
Comparative Analysis: Easy comparison between candidates
Decision Support: Clear data to guide hiring choices
HeyMilo provides scoring and insights to support your hiring decisions, but it does not make decisions or automatically move candidates forward on your behalf. Final decisions always remain with your team.
Candidate Profile Actions
When you open a candidate profile, the header gives you quick access to navigation and key actions.
Candidate Navigation: Use the left/right arrows to move between candidates without going back to the list. The counter shows where you are (e.g., "1 of 12 Candidates").
View Workflow: See where this candidate is in the interview pipeline.
Actions Menu is a Dropdown with:
Shortlist: Mark this candidate for further consideration
Dismiss: Remove from your active pipeline
Candidate Info: Shows the candidate's name, email, Interview URL (click to copy), and last interaction timestamp.
Download
Click to choose from:
View Report: Opens the candidate report in a new tab
Download PDF: Downloads the report as a PDF file
Package ZIP (Download Candidate Files Zip): Opens a dialog where you choose which files to include in your download package. You can select any combination of:
Include PDF Report: Detailed candidate analysis report (with optional report language, report version, and content: Chips, Highlights, Lowlights, Transcript)
Include Lowlights: Areas of concern and improvement opportunities
Include Transcript: Full conversation transcript
Include Resume: Candidate's resume file
Include Video File: Interview video recording
Include Audio File: Interview audio recording
Package ZIP downloads are sent to your email. Check your inbox (or spam folder) for the ZIP file.
Allow Retake
Let the candidate retake their interview. You can configure:
Max retakes: How many times a candidate can retry (1–10)
Cooldown period: How long they must wait between attempts (0–365 days)
Enriched Data
If a candidate has been enriched, you'll see an Enriched badge next to their name. Click it to view additional profile data pulled from external sources like LinkedIn, including work history and contact information.
You can enrich candidates individually from their profile, or in bulk from the candidate list using the Enrich action.
Skill Highlights: Below the name you'll see extracted skill tags with severity indicators (e.g., "Lack of Professional Experience — Critical"). These are pulled from the candidate's interview responses and help you quickly spot key strengths or gaps.
Where Scorecards Appear
Scorecards are available inside each candidate profile, organized by interview stage, such as:
Resume Screening
Form Screening
Voice Interview
SMS Screening (if enabled)
Each stage contributes its own analysis. All candidate profiles will have Notes, Diagnostics, and Contact History tabs no matter what agents you have layered in.
How Question-Level Scoring Works
HeyMilo scores each candidate answer based on the criteria you set. For every interview question, your team defines what a great answer (score of 5) and a weak answer (score of 1) looks like, written in plain English. Our model uses those definitions, and the full transcript of the candidate’s response to assign a score from 1 to 5.
Here’s what to know:
you define what a 5 or 10 (strong) answer looks like
Our model figures out what a 2, 3, or 4 would be based on that range.
The model doesn’t learn from past responses. It only uses the rubric you give it.
You can keep your criteria broad and flexible to avoid being too strict or narrow.
Your team can update the rubric anytime.
You can always review and change any score manually.
This keeps scoring consistent at scale, while staying fully in your control and aligned with how your team already makes decisions.
Resume Screening Scorecards
Purpose: Evaluate whether a candidate’s resume meets role requirements before interviews.
Tabs You’ll See
Eligibility
Shows required qualifications you defined (Pass / Fail).
If enforcement is enabled, failing candidates are marked Not Eligible.
Examples:
minimum years of experience
certifications or licenses
required background
This tab controls eligibility, not ranking.
Scorecard
Evaluates resumes against scored criteria (1–10 per criterion), such as:
domain relevance
instructional depth
leadership exposure
Each score includes written reasoning.
Key Notes
Resume scores reflect what is written, not inferred ability
Eligibility and scoring are intentionally separate
Form Screening Scorecards
Purpose: Validate required information and enforce eligibility using structured form responses.
Tab You’ll See
Form Submission
Shows the candidate’s exact answers with clear Pass / Fail results.
For each question, you’ll see:
response type (Number, Slider, Text Area, Date)
the candidate’s answer
pass/fail outcome
whether it’s a dealbreaker
An overall form result appears at the top (e.g. Passed or Failed – Criteria not met).
Key Notes
Dealbreakers enforce non-negotiable requirements
Failed dealbreakers can block progression (if enforced)
Form screening controls eligibility, not ranking
SMS Screening Scorecards
Purpose: Quickly confirm must-have criteria in high-volume workflows.
Tabs You’ll See
SMS Transcription
Full text conversation with timestamps.
Key Notes
SMS screening is eligibility-focused
Used early in workflows
No free-form interpretation beyond defined criteria
Voice Interview Scorecards
Purpose: Evaluate how candidates explain, reason, and communicate using their own words.
Tabs You’ll See
Questions
Each interview question with:
candidate response
score
written explanation tied to the rubric
Scorecard
In this tab, you’ll see question by question break downs. You’ll see the candidates responses, assigned scores, and HeyMilo’s findings based off your predefined criteria for fast evaluation.
In the profile you’ll see their overall interview score (out of 100), aggregating question-level scores.
Communication
Shows a communication assessment based on the candidate’s spoken responses.
You’ll see:
a Speech Score (out of 5)
structured feedback explaining:
clarity and coherence
grammar and sentence structure
vocabulary appropriateness
overall communicative effectiveness
short quoted examples from the interview with timestamps
Key Notes
Communication scoring evaluates how answers are expressed, not what was said
It does not affect question scores or eligibility
It is informational and intended to support human review
Extracted Tags
Structured data (e.g. years of experience, attributes).
Tags are informational only and do not affect scores.
Audio / Video
Listen to the time-synced playback with jump controls.
No facial, tone, accent, or appearance analysis is used for scoring.
Diagnostics & Integrity (Optional)
Purpose: Provide technical and process-level context about how an interview was completed, not what the candidate said. Diagnostics are informational only. They do not automatically pass, fail, or score candidates.
Device & Environment Summary
Shows the technical environment used during the interview, including:
device type (e.g. desktop or mobile)
operating system and browser
timezone and interview time
general location (city and country)
Why this matters
This helps teams:
confirm interviews were completed in expected environments
resolve technical questions
support audit or compliance reviews
No personal device data beyond what is shown is collected or inferred.
Evaluator Processing Times
Displays how long each evaluation component took to process, such as:
interview scorecard generation
communication analysis
tag extraction
resume and form evaluation
Why this matters
This provides transparency into:
system performance
processing completion
when results became available
These timings do not affect scores or outcomes.
Cheat Detection Overview (If Enabled)
Provides high-level integrity signals related to interview completion.
You may see:
a confidence score
counts for detected events (e.g. multiple people, response delay, phone detection)
Important
These signals are informational
They do not automatically disqualify candidates
They are intended to support human review
Interview Completion Status
Shows whether the interview was completed, including:
completion threshold (e.g. at least 70%)
resume upload status
form submission status (if applicable)
Why this matters
This helps teams quickly verify:
whether the interview was fully completed
which components were finished or missing
whether follow-up or nudging is needed
Candidate Feedback
Displays any feedback the candidate chose to submit after completing the interview.
This section may be empty if no feedback was provided.
Key Notes
Diagnostics provide context, not decisions
No automatic actions are taken based on diagnostics
All signals require human interpretation
Notes Tab (All Agents)
Purpose: Add notes for team collaboration.
Internal notes
Star ratings or thumbs up/down
Not visible to candidates
Not used in scoring
Contact History Tab
Purpose: Easily track timelines and see what's been sent to the candidate for communication transparency.
Shows:
emails
SMS
interview invitations
timestamps
Useful for audits and follow-ups.
Analytics: Seeing the Bigger Picture
The Analytics section gives you a broader view of candidate performance across roles and time periods. It’s designed to help you spot trends, benchmark success rates, and optimise your interview process.
What Analytics Shows
candidate volume by stage
completion rates
performance trends
per-question patterns
spend and estimated savings
If no interviews have run, analytics clearly show No data.
🧠 Common Use Cases
Task
Action
Review a candidate's performance in detail
Open their Scorecard link.
Compare average candidate scores for a job
View Candidates
Identify which interview questions work best
Review "Scorecard" in Analysis.
Export a list of shortlisted candidates
Use filters + Export in either Scorecard or Dashboard.
Interpreting Scorecard Results
Overall Score Analysis
Understanding composite ratings:
90-100: Exceptional candidate, immediate consideration
80-89: Strong candidate, likely good fit
70-79: Solid candidate, worth further evaluation
60-69: Average candidate, consider development needs
Below 60: Likely not suitable for role
Category Performance Patterns
Look for specific patterns:
Balanced Performance: Consistent scores across categories
Standout Strengths: Exceptional performance in key areas
Critical Gaps: Weaknesses in essential competencies
Development Opportunities: Areas for growth and training
Weighted Scoring Impact
Understanding how importance affects results:
Critical Skills: Higher weight, greater impact on overall score
Nice-to-Have: Lower weight, less influence on total
Knockout Criteria: Automatic disqualifiers regardless of other scores
Bonus Points: Additional credit for exceptional qualifications
Comparative Analysis
Candidate Ranking
Use scorecards to rank candidates:
Sort by Overall Score: Quick identification of top performers
Category Comparison: Compare specific competencies
Fit Analysis: Match candidates to role requirements
Team Needs: Consider current team composition
Using Scorecards for Decision Making
Decision Framework
Structured approach to candidate evaluation:
Review Overall Scores: Initial ranking and filtering
Analyze Critical Categories: Focus on must-have skills
Consider Team Needs: Factor in current capabilities
Evaluate Growth Potential: Assess development opportunities
Make Informed Decision: Combine data with judgment
Next Steps Based on Scores
Action recommendations by score range:
High Performers (85+)
Fast-track to interview: Priority scheduling
Prepare compelling offer: Competitive package
Assign senior interviewer: Appropriate level engagement
Check references early: Accelerate process
Strong Candidates (70-84)
Standard interview process: Normal progression
Prepare targeted questions: Focus on development areas
Consider team fit: Evaluate interpersonal dynamics
Plan development path: Growth opportunities
Borderline Candidates (60-69)
Additional screening: Phone or video pre-interview
Specific skill assessment: Targeted evaluation
Consider alternative roles: Better fit opportunities
Development requirements: Training and support needs
Below Threshold (<60)
Decline politely: Professional rejection
Provide feedback: Constructive development suggestions
Keep for future: Different role opportunities
Talent pool: Long-term relationship building
Common Scorecard Mistakes
❌ Over-Reliance on Scores
Avoid these pitfalls:
Ignoring Context: Scores don't tell the complete story
Missing Nuance: Unique circumstances and potential
Rigid Thresholds: Inflexible cutoff points
Overlooking Fit: Cultural and team considerations
❌ Misinterpreting Results
Common misunderstandings:
Single Category Focus: Overemphasizing one area
Score Inflation: Expecting unrealistic perfection
Comparison Errors: Inappropriate benchmarking
Timing Issues: Not considering experience level
❌ Process Problems
Operational challenges:
Inconsistent Application: Varying standards across roles
Outdated Criteria: Not updating with role evolution
Poor Communication: Not sharing insights with team
Lack of Follow-up: Not tracking hiring outcomes
Advanced Scorecard Features
Bias Reduction
Promote fair and objective evaluation:
Structured Criteria: Consistent evaluation standards
Blind Scoring: Remove identifying information during evaluation
Multiple Perspectives: Team-based assessment
Regular Calibration: Ensure consistent application
Pro Tip: The best scorecards combine objective data with human insight. Use scores as a starting point, but always consider the complete candidate picture.
Downloading & Translating Reports
HeyMilo supports generating candidate reports in multiple languages. Whether you're sharing results with international clients or working with multilingual hiring teams, you can download reports in the language that works best.
Report Styles
Modern (default)
Multilingual: supports 16+ languages. New layout with candidate journey, highlights, lowlights, and structured sections per workflow step
Classic
English only. Legacy report layout
Multilingual translation is only available with the Modern report style. If you select Classic, the report will generate in English regardless of language selection.
How to Download a Report
From any candidate profile, click Download and choose:
View Report
Opens the report in your browser without downloading. Use this to preview before sharing.
Download PDF
Downloads the report as a PDF file. Before downloading, configure:
Report Style: Modern (multilingual) or Classic (English only)
Language: Choose from 16+ supported languages. Defaults to the interview language if not selected
Include/Exclude:
Chips: Candidate skill and qualification tags
Highlights: Positive candidate responses and strengths
Lowlights: Areas of concern and improvement opportunities
Transcript: Full conversation transcript (shown in the original interview language, not translated)
Package ZIP
Opens the Download Candidate Files Zip dialog. Choose which files to include in your download package:
Include PDF Report: Detailed candidate analysis report (with same style, language, and content options as Download PDF: Chips, Highlights, Lowlights, Transcript)
Include Resume: Candidate's resume file
Include Video File: Interview video recording
Include Audio File: Interview audio recording
Package downloads are sent to your email. Check your inbox (or spam folder) for the ZIP file.
Bulk Downloads
From the candidate list, select multiple candidates and use the Download bulk action to generate reports for all of them at once. Bulk downloads are sent to your email as a ZIP file.
The same report style, language, and content options apply to bulk downloads.
What Gets Translated
Translated vs. not translated
Translated into your selected language:
Section headings and labels
Candidate journey/workflow steps
Highlights and lowlights
Scoring descriptions and criteria
Form, resume, SMS, and voice interview sections
Not translated (kept in original language):
Candidate name and position title
Interview transcript (shown in the language the interview was conducted in)
Raw candidate responses
Tip: If a client or hiring manager needs a report in a language not listed in the dropdown, reach out to support — the backend supports additional languages beyond what's shown in the UI.
Sharing Reports with Candidates
If you’d like to give candidates visibility into their results, you can easily share their interview reports with them:
When Email Report to Candidate is enabled, candidates automatically receive an email with a link to view and download their interview report (PDF) after completing the interview. The report includes the same scoring and analysis your team sees.
This can also be enabled after agent creation under Agent Config → Advanced Settings.
🔐 Data Privacy & Access
Scorecard and Analytics features are secure, GDPR-compliant/SOC2 certified, and accessible only to users with proper permissions. Ensure your team has the right access level to collaborate effectively.
📬 Need Help?
If you have any questions, feel free to reach out to our support team [email protected], visit the Help section or contact your Customer Success Manager directly.
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