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.

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

PDF

The candidates' resume as uploaded. No scoring occurs here.

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 Score

Pass / Fail results per question and eligibility outcome.

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

Summary

High-level overview of strengths and gaps.

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

Transcript

Full, time-stamped transcript. Searchable and reviewable.

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

Benchmark Comparison

Compare against standards:

• Role Requirements: Minimum acceptable performance levels

• Industry Standards: Typical performance for similar roles

• Company Benchmarks: Internal standards and expectations

• Historical Data: Performance of successful hires

Side-by-Side Analysis

Compare multiple candidates directly:

• Strengths Comparison: Identify unique advantages

• Gap Analysis: Understand relative weaknesses

• Fit Assessment: Determine best match for role

• Risk Evaluation: Consider potential concerns

Using Scorecards for Decision Making

Decision Framework

Structured approach to candidate evaluation:

1. Review Overall Scores: Initial ranking and filtering

2. Analyze Critical Categories: Focus on must-have skills

3. Consider Team Needs: Factor in current capabilities

4. Evaluate Growth Potential: Assess development opportunities

5. 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

Predictive Analytics

Use historical data to improve accuracy:

• Success Patterns: Identify characteristics of top performers

• Risk Indicators: Recognize warning signs early

• Trend Analysis: Understand changing requirements

• Optimization: Continuously improve evaluation criteria

Integration Capabilities

Connect with other systems:

• ATS Integration: Seamless workflow with existing tools

• HRIS Connection: Link to employee performance data

• Reporting Tools: Advanced analytics and insights

• Team Collaboration: Shared evaluation and feedback

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.

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.