# Dashboard Overview

> Once your interview agents are live, the dashboard is where you monitor outcomes and make decisions. Learn how to navigate and make the most of your HeyMilo dashboard!

Think of the dashboard as the layer that shows you:

* how candidates are progressing through AI screening
* where interviews are completing or stalling
* which roles need attention
* and what results are coming back into your ATS

When you do open it, you know immediately what's happening.

## 🔹 Dashboard Features Overview

{% stepper %}
{% step %} <mark style="color:blue;">**Interviewers**</mark>

Track every interview experience and its results. This section shows all interview experiences you've created, across roles and time.

<figure><img src="/files/aNy1WyQENFQHaG9yM4nN" alt=""><figcaption></figcaption></figure>

<details>

<summary><strong>Why this matters</strong></summary>

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.

</details>

**Understanding the Interviewers table**

The Interviewers view displays your agents in a table format with the following columns:

| Column          | What it shows                                                                                                                                                     |
| --------------- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------- |
| **Interviewer** | Agent name, status indicator, and interview link slug                                                                                                             |
| **Workflow**    | Visual representation of the interview workflow steps                                                                                                             |
| **Stats**       | Candidate count and completion metrics                                                                                                                            |
| **ATS**         | ATS integration status for this interviewer                                                                                                                       |
| **CSAT**        | Candidate satisfaction score                                                                                                                                      |
| **Spend**       | Current spend and budget limit (e.g., "$3 / $1k"). Shows how much has been spent against the set budget. Hover and click the pencil icon to edit the budget limit |
| **Labels**      | Tags for organizing interviewers (e.g., department, client, location). Create and manage labels in the Data step below.                                           |
| **Subs**        | Number of email subscribers receiving notifications                                                                                                               |
| **Deadline**    | Expiration date (with warning badge if expiring within 7 days)                                                                                                    |
| **Created**     | When the interviewer was created                                                                                                                                  |
| **Active**      | How long the interviewer has been running                                                                                                                         |

<details>

<summary><strong>Filtering and sorting options</strong></summary>

* Filter by status: **Active**, **Expired**, or **Archived**
* Search by interviewer name
* Sort by: Most recent, Oldest, Most candidates, or Least candidates
* Filter by labels (if you have labels configured)

</details>

Use the **Create Interviewer** button to launch a new AI interview agent. You can:

* Upload a job description
* Choose or customize interview questions
* Configure tone of voice and logic for candidate interactions

Launch screening workflows for new roles within minutes.

<figure><img src="/files/2vw5AaOYwCXDyUaFj6Gj" alt="" width="240"><figcaption></figcaption></figure>
{% endstep %}

{% step %} <mark style="color:blue;">**Analytics**</mark>

Get **insight into interview performance**.

<figure><img src="/files/gmblqTYo34sbc5DtQE53" alt=""><figcaption></figcaption></figure>

Analytics shows what your interview workflows are producing over time — candidate volume, completion rates, costs, and estimated savings.

See the [**Using the Analytics Dashboard**](#using-the-analytics-dashboard) section below for full details on filters, metrics, and charts.
{% endstep %}

{% step %} <mark style="color:blue;">**Source Candidates**</mark>

Add candidates into interviews without rebuilding workflows

Source Candidates is how candidates enter HeyMilo, whether they come from your ATS, external platforms, or direct sourcing.

<details>

<summary><strong>Why this matters</strong></summary>

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

</details>

**Source options**

The Candidates section includes multiple tabs:

<details>

<summary><strong>Here</strong></summary>

Search and manage candidates already in your HeyMilo workspace

</details>

<details>

<summary><strong>External</strong></summary>

Source new candidates from external databases using natural language search

</details>

<details>

<summary><strong>ATS Import</strong></summary>

Pull candidates directly from your connected ATS

</details>

<details>

<summary><strong>AI Receptionists</strong></summary>

Manage phone-based AI receptionists for inbound candidate calls

</details>

<details>

<summary><strong>Common Use Cases</strong></summary>

* 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.

</details>
{% endstep %}

{% step %} <mark style="color:blue;">**AI**</mark>

Set the standards your interviews run on

<figure><img src="/files/acxQ1hTZhMDzCR3BCQMs" alt="" width="375"><figcaption></figcaption></figure>

These settings define how your AI interviewers behave and evaluate candidates. These will apply to all agents created, edit it as needed.

<details>

<summary><strong>Why this matters</strong></summary>

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.

</details>

**AI settings available**

| Setting                  | What it does                                                                                                                                                                    |
| ------------------------ | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- |
| **Company Context**      | Information about your company that the AI references during interviews                                                                                                         |
| **Knowledge Base**       | Documents and information the AI can use when answering candidate questions                                                                                                     |
| **Interview Templates**  | Create and manage reusable interview configurations that can be quickly applied to new roles. Set a default template so every new interviewer starts with your preferred setup. |
| **Interview Evaluation** | Default scoring criteria and evaluation standards                                                                                                                               |
| **Interview Integrity**  | Cheat detection and integrity monitoring settings                                                                                                                               |
| **Agent Library**        | Browse and select AI agent personas/mascots for your interviewers                                                                                                               |
| **Languages & Voices**   | Configure available languages and voice options for interviews                                                                                                                  |
| {% endstep %}            |                                                                                                                                                                                 |

{% step %} <mark style="color:blue;">**Outreach**</mark>

Control how candidates hear from you

<figure><img src="/files/JNeIQQlcdzbjuvICT2fn" alt="" width="188"><figcaption></figcaption></figure>

Outreach is where you define candidate-facing communication.

<details>

<summary><strong>Why this matters</strong></summary>

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.

</details>

**Outreach settings available**

| Setting                | What it does                                                                                                        |
| ---------------------- | ------------------------------------------------------------------------------------------------------------------- |
| **Email Templates**    | Customize invitation, reminder, and completion emails                                                               |
| **Sender Domains**     | Configure your email sending domain for branded emails                                                              |
| **Phone Numbers**      | Manage phone numbers for SMS and voice calls                                                                        |
| **Custom Domains**     | Set up your own domain for interview links (e.g., [interviews.yourcompany.com](http://interviews.yourcompany.com/)) |
| **Interview Branding** | Customize the candidate-facing interview experience with your company's branding, colors, and design templates      |
| {% endstep %}          |                                                                                                                     |

{% step %} <mark style="color:blue;">**Integrations**</mark>

Connect HeyMilo to the rest of your hiring stack

<figure><img src="/files/Th8bYiDBlWGpkk3TVqun" alt=""><figcaption></figcaption></figure>

Integrations control how candidates and results move between HeyMilo and your ATS or CRM.

<details>

<summary><strong>Why this matters</strong></summary>

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

</details>

**Integration options**

| Option        | What it does                                                      |
| ------------- | ----------------------------------------------------------------- |
| **ATS**       | Connect to your applicant tracking system for bi-directional sync |
| **API Keys**  | Generate API keys for custom integrations and automation          |
| {% endstep %} |                                                                   |

{% step %} <mark style="color:blue;">**Data**</mark>

Organize postings, interviews, and candidates with labels and data tools.

<figure><img src="/files/hDDlEY16EC6fjygEXxLC" alt="" width="234"><figcaption></figcaption></figure>

The Data section in the sidebar lets you manage resource labels and data indexing for your workspace.

**Data options**

| Option              | What it does                                                                                                                 |
| ------------------- | ---------------------------------------------------------------------------------------------------------------------------- |
| **Resource Labels** | Create and manage custom labels (e.g., department, client, location) to tag interviewers and filter your Interviewers table. |
| **Data Indexing**   | Control how workspace data is indexed and searchable.                                                                        |

**Resource Labels**

<figure><img src="/files/5qwfMlD1KRDe3x2SkISN" alt=""><figcaption></figcaption></figure>

Tag interviewers with custom metadata so your team can filter and organize by department, client, location, priority, or any category you define. Labels appear in the **Labels** column of the Interviewers table.

**Creating label definitions:** Go to **Data → Resource Labels** → **Create Label**. Fill in **Key** (unique ID, auto lowercased with underscores), **Display Name**, optional **Description**, and **Value Type**:

| Value Type   | What it does              | Example                     |
| ------------ | ------------------------- | --------------------------- |
| **Text**     | Free-form text            | Client name, department     |
| **Number**   | Numeric values            | Priority level, headcount   |
| **Picklist** | Dropdown with set options | Region: East, West, Central |
| **Yes/No**   | Toggle                    | Urgent, VIP client          |

For Picklist, add **Allowed Values** (comma-separated). Use **Required** if the label must be set on every resource. Click **Create Label** to save.

<details>

<summary><strong>Applying labels</strong></summary>

In the Interviewers table, open the **Labels** column → click the tag or **+** icon → in **Manage Labels**, pick a label, enter or select a value, and click **Apply Label**. You can add multiple labels per interviewer; hover the Labels cell to see them all.

</details>

<details>

<summary><strong>Managing labels</strong></summary>

From **Data → Resource Labels**, **Edit** (display name, description, allowed values, required) or **Delete** (removes the label and all assignments). Key and value type cannot be changed after creation.

</details>

<details>

<summary><strong>Labels vs Tags</strong></summary>

* **Resource Labels** are created by your team to organize interviewers (e.g., "Client: Acme", "Priority: High").
* **Tags** are auto-extracted from candidate interview responses (e.g., "Years of Experience: 5"). Labels = internal organization; Tags = candidate data from interviews.

</details>

<details>

<summary><strong>Filtering by labels</strong></summary>

Use the label filter in the Interviewers toolbar to narrow the view by one or more label values.

</details>

**Data Indexing**

<figure><img src="/files/acX7RWWGUsHYHxsbjE7Q" alt=""><figcaption></figcaption></figure>

Data Indexing controls how your workspace data is indexed for search. Open **Data → Data Indexing** in the sidebar to view or adjust indexing settings.
{% endstep %}

{% step %} <mark style="color:blue;">**Settings**</mark>

Manage access, security, and workspace preferences

<figure><img src="/files/rPAEGeiWsVUL1ZFKw5Xu" alt="" width="179"><figcaption></figcaption></figure>

Settings control how your workspace is structured and governed.

<details>

<summary><strong>Why this matters</strong></summary>

This is where you:

* manage user access and permissions
* configure privacy and compliance settings
* control billing, usage, and quotas
* manage workspace preferences

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

</details>

**Settings available**

| Setting        | What it does                                                                                                                                                                                                             |
| -------------- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------ |
| **My Account** | Your personal profile and preferences                                                                                                                                                                                    |
| **Team**       | Invite and manage team members                                                                                                                                                                                           |
| **Roles**      | Create and manage custom roles with granular permissions. Control exactly what each team member can access, from viewing candidates to editing billing. Works alongside the built-in Admin, Recruiter, and Viewer roles. |
| **Billing**    | Payment methods, credits, and usage tracking                                                                                                                                                                             |
| **Compliance** | Privacy settings and compliance controls (GDPR, SOC 2)                                                                                                                                                                   |
| {% endstep %}  |                                                                                                                                                                                                                          |

{% step %} <mark style="color:blue;">**Resources & Support**</mark>

Get answers without slowing down

<figure><img src="/files/ARpkhE4sLJL83dCorlbt" alt="" width="231"><figcaption></figcaption></figure>

When questions come up, support and documentation are close by.

<details>

<summary><strong>Why this matters</strong></summary>

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

</details>
{% endstep %}

{% step %} <mark style="color:blue;">**Notifications**</mark>

Stay informed without constant checking

<figure><img src="/files/saZPCoDaBDoyRVCOap9f" alt="" width="375"><figcaption></figcaption></figure>

<details>

<summary><strong>Notifications surface events that matter</strong></summary>

* interview completions
* new candidates entering workflows
* scoring updates

This allows you to react when needed without monitoring dashboards all day.

</details>
{% endstep %}

{% step %} <mark style="color:blue;">**Search**</mark>

<figure><img src="/files/zEU4Mg0g9HOj6BLjaGgo" alt="" width="235"><figcaption></figcaption></figure>

Find candidates and interviewers instantly from anywhere in your workspace.\
The search bar at the top of your dashboard lets you search across your entire workspace without navigating to a specific interviewer first.

<details>

<summary><strong>Why this matters</strong></summary>

When you're managing multiple roles and hundreds of candidates, navigating through individual interviewers to find someone is slow. Universal Search lets you:

* Find a specific candidate by name across all interviewers at once
* Locate an interviewer or job posting quickly
* See match scores alongside results so you know relevance at a glance

This is especially useful for recruiters managing high-volume pipelines or multiple clients.

</details>

<details>

<summary><strong>How it works</strong></summary>

Type a name, email, or keyword into the search bar. Results show both candidates and job postings that match, with counts for each:

* Each result includes a match score so you can gauge relevance
* Click any result to jump straight to that candidate's profile or interviewer
* Adjust results per page (10, 20, 30, or 50) if you're working through a long list

</details>
{% endstep %}
{% endstepper %}

## Managing Candidates

#### Filtering Candidates

<figure><img src="/files/wVMCmW2Af7JDzdDwYRPy" alt=""><figcaption></figcaption></figure>

Use the dropdown tabs to filter your candidate list:

* **All Candidates:** View everyone
* **Web Interview (Workflow Steps):** Filter by Top Rated, Interview Completed, Interview Incomplete, No Interview
* **Status:** Filter by Shortlisted or Dismissed
* **Notes:** View candidates with notes

<details>

<summary>Viewing Dismissed Candidates</summary>

* Click the **Status** dropdown
* Select **Dismissed**

</details>

<details>

<summary>Changing Candidate Status</summary>

You can Shortlist or Dismiss candidates in two ways:

* **From the candidate list:** Select one or more candidates using the checkboxes, then use the bulk action bar to **Shortlist** or **Dismiss**
* **From a candidate profile:** Click the **Actions** dropdown in the candidate header and choose **Shortlist** or **Dismiss**

</details>

## 🔹 Using the Analytics Dashboard

When you click **Analytics** from the sidebar, you'll land on the analytics dashboard — your central hub for monitoring interview performance across all interviewers or for a specific role.

#### Filter Controls

At the top of the analytics dashboard, you'll find a filter bar to customize your view:

| Filter              | What It Does                                                                                                            |
| ------------------- | ----------------------------------------------------------------------------------------------------------------------- |
| **Interviewer**     | Select a specific interviewer to view its data, or choose "All Agents" to see combined metrics across your workspace    |
| **View Candidates** | When an interviewer is selected, this button appears — click to jump directly to that interviewer's candidate list      |
| **Date Range**      | Choose from quick presets (Last Day, Last Week, Last Month, Last Year) or select custom dates using the calendar picker |
| **Frequency**       | Set the granularity of your charts: Hourly, Daily, Weekly, or Monthly                                                   |

**Frequency auto-adjusts based on date range.** For ranges up to 7 days, you can view hourly or daily data. For ranges up to 31 days, daily or weekly options are available. For longer ranges, daily, weekly, and monthly options appear.

#### Metrics Cards

Three key performance indicators appear at the top of the dashboard:

| Metric           | What It Shows                                                                                                                        |
| ---------------- | ------------------------------------------------------------------------------------------------------------------------------------ |
| **Candidates**   | Total number of candidates who entered your interview workflows during the selected period                                           |
| **Interviews**   | Number of completed interviews in the selected period                                                                                |
| **Cost Savings** | Estimated savings compared to manual screening. Click the edit icon to set your hourly recruiter cost for more accurate calculations |

{% hint style="success" %}
**Tip:** Click the edit icon on the Cost Savings card to set your "Hourly Cost per Recruiter." This baseline is used to calculate your estimated savings from AI screening.
{% endhint %}

#### Charts

<details>

<summary><strong>Interviews Over Time</strong></summary>

A bar chart displaying interview volume over your selected date range. The chart breaks down activity by workflow step, so you can see where candidates are in the process. Use this to:

* Spot busy periods or seasonal trends
* Identify drops in interview activity
* Understand which workflow steps see the most throughput

</details>

<details>

<summary><strong>Spend Over Time</strong></summary>

A stacked bar chart tracking your interview costs over the selected period. Use this for:

* Budget monitoring
* Identifying cost spikes tied to high-volume periods
* Preparing spend reports for finance or clients

</details>

#### Candidate Feed

On the right side of the dashboard, you'll see a live feed of recent candidates. This gives you quick access to activity without navigating away from the analytics view.

<details>

<summary><strong>Sort options</strong></summary>

* **Recent:** Shows the most recent interview completions first
* **Top Rated:** Shows highest-scoring candidates first

Click any candidate in the feed to view their full profile, interview recording, and scorecard.

</details>

#### Understanding Your Interviewer List

Interviewer Status Indicators:

<details>

<summary><strong>Each interviewer shows</strong></summary>

* **Active/Inactive Status**: Green dot for active, amber for expired, gray for archived
* **Candidate Count**: Total number of candidates in the Stats column
* **Expiring Soon Warning**: Amber badge showing days remaining if expiring within 7 days

</details>

<details>

<summary><strong>Quick Actions</strong></summary>

Hover over an interviewer row to reveal action buttons:

* **View Candidates**: Click the row to see all candidates for that role
* **Edit Settings**: Access interviewer configuration
* **Share Links**: Get interview URLs
* **Archive/Unarchive**: Deactivate or reactivate the interviewer
* **Duplicate**: Clone the interviewer for a similar role

</details>

#### Candidate Management Interface

<details>

<summary><strong>Candidate List View</strong></summary>

When you click into an interviewer, you'll see:

* **Candidate Names**: With application timestamps
* **Completion Status**: Completed, In Progress, or Not Started
* **Overall Scores**: AI-generated candidate ratings
* **Quick Actions**: View profile, send reminders, or dismiss

</details>

<details>

<summary><strong>Map View</strong></summary>

Switch to the Map view to see your candidates plotted by geographic location. This helps you:

* Visualize where your candidate pool is concentrated
* Identify geographic gaps in your sourcing
* Plan location-based outreach or hiring decisions

Toggle between Table, Workflow (Kanban), and Map views using the view switcher at the top of the candidate list.

</details>

<details>

<summary><strong>Column Customization</strong></summary>

Click the **Columns** button above the candidate table to customize your view.

**Show Columns:** Quickly toggle columns on or off. Columns include Profile, Status, Last Engaged, and any workflow-specific columns like Web Interview or Resume Interview.

**Avatar Display:** Choose what to show on candidate avatars: Country flag, or Photo.

**Advanced Column Settings:** Click to open the full customization drawer where you can:

* Search for specific columns
* Drag to reorder columns
* Toggle columns on or off
* See column types (core vs. workflow)

Your preferences are saved per posting, so each role can have its own view.

</details>

<details>

<summary><strong>Bulk Actions</strong></summary>

Select one or more candidates using the checkboxes, then use the action bar to:

* **Contact Blast**: Send Email, SMS, or Phone Call blasts to re-engage candidates
* **Nudge**: Send a reminder to candidates who haven't completed their interview
* **Shortlist**: Mark candidates as shortlisted for further consideration
* **Dismiss**: Remove candidates from your active pipeline
* **Enrich**: Pull in additional profile data for selected candidates
* **Download**: Export as PDF reports or ZIP packages. For Package ZIP, choose what to include (PDF report, resume, video, audio) and for the PDF: chips, highlights, lowlights, and transcript.
* **Export**: Download candidate data as CSV or JSON
* **Add to Cohort**: Group candidates into a cohort for tracking

</details>

#### Troubleshooting Common Issues

<details>

<summary><strong>❌ Low Candidate Volume</strong></summary>

If you're not seeing enough candidates:

* **Check Interviewer Status**: Ensure interviewers are active (not expired or archived)
* **Review Sharing**: Verify interview links are distributed
* **Examine Filters**: Make sure you're not filtering out candidates
* **Contact Support**: Get help with technical issues

</details>

<details>

<summary><strong>❌ Data Discrepancies</strong></summary>

If numbers don't match expectations:

* **Refresh Dashboard**: Click the refresh button to get latest data
* **Check Date Range**: Verify your selected dates include the expected period
* **Review Filters**: Confirm you're viewing "All Agents" if needed
* **Sync Status**: Check ATS integration connections

</details>

<details>

<summary><strong>❌ Performance Issues</strong></summary>

If dashboard is slow or unresponsive:

* **Clear Browser Cache**: Refresh your browser data
* **Check Internet**: Verify stable connection
* **Try Different Browser**: Test with Chrome or Safari
* **Contact Support**: Report persistent issues

</details>

#### Dashboard Best Practices

<details>

<summary><strong>✅ Regular Monitoring</strong></summary>

* **Check daily** for new candidate completions
* **Review weekly** for trends and patterns
* **Analyze monthly** for strategic insights
* Use the dashboard to **monitor**, not micromanage
* Check **expiring** interviews weekly (look for amber badges)
* Review **completion rates** if pipelines slow
* Adjust outreach before changing interview logic

</details>

<details>

<summary><strong>✅ Data Hygiene</strong></summary>

* **Archive old interviewers** when hiring is complete
* **Clean up test data** from interviewer creation
* **Organize candidates** with consistent labeling
* **Maintain accurate** status information

</details>

<details>

<summary><strong>✅ Team Communication</strong></summary>

* **Share insights** from dashboard data
* **Coordinate actions** to avoid duplication
* **Document decisions** for future reference
* **Train new users** on dashboard features

</details>

{% hint style="success" %}
**Pro Tip**: The dashboard is most effective when used consistently. Make checking it part of your daily routine to stay on top of your candidate pipeline.
{% endhint %}

## Ready to Dive Deeper?

The dashboard shows you **what's happening** at a high level.

When you're ready to make decisions, the next step is reviewing:

* candidate profiles
* scorecards
* interview recordings

That's where context and confidence come together.

## Per-Agent Analytics

Each interviewer also has its own **Analytics** tab with detailed performance metrics specific to that role.

<figure><img src="/files/fFw4PA28BXAUwD1VUswB" alt=""><figcaption></figcaption></figure>

#### Accessing Per-Agent Analytics

1. Click on any **Interviewer** from your dashboard
2. Click the **Analytics** tab
3. Use **View Full Dashboard** to jump back to the workspace-level analytics above

At the top you'll see a summary bar showing candidate count, pass rate, and completion status broken down by each workflow step (e.g., Conversational SMS, Voice Interview, Question Analytics, Completed Flow). Click on any step to filter the analytics view to that stage.

You can also set a custom date range and click **Refresh** to update.

<details>

<summary>Funnel &#x26; Conversion</summary>

> Candidate progression through workflow stages.

This section shows your pipeline completion rate with a step-by-step funnel:

| Metric                       | What it shows                                                    |
| ---------------------------- | ---------------------------------------------------------------- |
| **Pipeline Completion Rate** | Percentage of invited candidates who completed the full workflow |
| **Invited**                  | Total candidates invited to this agent                           |
| **Started**                  | How many began the interview (with percentage of invited)        |
| **Completed**                | How many finished all steps (with percentage of started)         |
| **Response Rate**            | Percentage of invited candidates who started (X of Y)            |
| **Completion Rate**          | Percentage of started candidates who completed (X of Y)          |
| **Drop-off Rate**            | Percentage of candidates who started but didn't finish           |

Each metric includes a comparison against a historical baseline period.

{% hint style="success" %}
**Tip:** If your drop-off rate is high, review your interview length and question count. Shorter interviews tend to have higher completion rates.
{% endhint %}

</details>

<details>

<summary>Volume &#x26; Activity</summary>

> Interview and candidate activity metrics.

Three time-series charts:

**Interview Volume**

Number of interviews conducted over time.

* **Completions:** Total completed interviews
* **Avg:** Average completions per time period
* **Peak:** Highest single-period count

**Candidates Over Time**

Number of candidate registrations over time.

* **Candidates:** Total new candidates
* **Avg:** Average per time period
* **Peak:** Highest single-period count

**Completions Over Time**

Interview completion trend for this posting.

* **Completions:** Total completed
* **Avg:** Average per time period
* **Peak:** Highest single-period count

</details>

<details>

<summary>Engagement</summary>

> Candidate response and engagement metrics.

**Response Rate**

Percentage of candidates who engaged with the interview after being invited.

* Total **Invited** vs **Started**
* Comparison against historical baseline

**Time to Engage**

Average time from invite to first candidate interaction.

* Average time (in hours or minutes)
* **Median**, **Minimum**, and **Maximum** response times
* **Candidates Measured** count
* Comparison against historical baseline

**Engagement by Hour**

When candidates are most active, broken down by hour of day.

* Toggle between **timezone** views (e.g., Vancouver PT)
* Filter by agent type: **All Agents**, **Voice**, **SMS**
* Shows a 24-hour heatmap with the peak engagement hour highlighted
* Breakdown by time of day:

| Period        | Hours        |
| ------------- | ------------ |
| **Night**     | 12 AM – 6 AM |
| **Morning**   | 6 AM – 12 PM |
| **Afternoon** | 12 PM – 6 PM |
| **Evening**   | 6 PM – 12 AM |

{% hint style="success" %}
**Tip:** Use Engagement by Hour to schedule your contact blasts when candidates are most likely to respond. If your peak is in the morning, send invites the evening before so they see it first thing.
{% endhint %}

</details>

<details>

<summary>Voice Interviews</summary>

> Call duration, scoring, and question performance for voice interviews.

**Top Performing Questions**

Questions with the highest average scores across all candidates. Use this to understand which questions produce meaningful differentiation between candidates.

**Bottom Performing Questions**

Questions with the lowest pass rates. Review these to determine if:

* The question is too difficult
* The scoring criteria needs adjustment
* Candidates aren't prepared for this type of question

{% hint style="info" %}
These sections populate as interviews are completed. If you see "No data available yet," wait for candidates to finish their interviews.
{% endhint %}

</details>

<details>

<summary>SMS Screening</summary>

> SMS-based screening metrics including pass rates and knockout questions.

**SMS Completion Rate**

Percentage of candidates who complete the SMS screening conversation.

* **Initiated** — candidates who received the SMS screening
* **Replied** — candidates who responded
* **Completed** — candidates who finished all SMS questions
* **Reply Rate** — percentage who replied out of those initiated
* Comparison against historical baseline

**SMS Eligibility Pass Rate**

Percentage of candidates who pass SMS eligibility screening questions.

* **Initiated** — candidates who started SMS screening
* **Completed** — candidates who finished
* **Eligibility Passed** — candidates who met criteria
* **Eligibility Failed** — candidates who didn't meet criteria
* Comparison against historical baseline

**SMS Knockout Questions**

Questions ranked by knockout rate in SMS screening. Shows which questions are filtering out the most candidates, helping you identify if any questions are too strict or too lenient.

</details>

<details>

<summary>Resume Screening</summary>

> Resume analysis and eligibility metrics.

**Resume Eligibility**

Shows the pass rate for resume screening:

* **Eligibility pass rate** — percentage of resumes that met your criteria
* **Total Uploaded** — all resumes submitted
* **Total Passed** — resumes that met eligibility
* **Total Failed** — resumes that didn't meet eligibility

**Criteria Scoring**

Resume score breakdown by evaluation criteria.

* **Average Score** — average across all criteria
* Shows individual criteria scores when configured

</details>

<details>

<summary>Spend &#x26; Billing</summary>

> Credit usage and cost breakdown for this agent.

**Spend by Service**

Pie chart showing cost breakdown by service type:

* **Voice Interviews** — cost of voice/video screening
* **SMS Screens** — cost of SMS screening
* **Resume Screens** — cost of resume analysis
* **Form Screens** — cost of form screening (if applicable)

Shows each service's dollar amount, percentage of total, and the combined total spend.

</details>

#### Per-Agent Analytics: Common Use Cases

| Goal                                        | What to look at                      |
| ------------------------------------------- | ------------------------------------ |
| Understand why candidates aren't completing | Funnel & Conversion → Drop-off Rate  |
| Find the best time to send invites          | Engagement → Engagement by Hour      |
| Check which questions need rework           | Voice Interviews → Bottom Performing |
| See if SMS screening is too strict          | SMS Screening → Knockout Questions   |
| Monitor budget for a specific role          | Spend & Billing → Spend by Service   |
| Verify resume screening is working          | Resume Screening → Eligibility       |

## 📬 Need Help?

If you have any questions, feel free to reach out to our support team <support@heymilo.ai>, visit the **Help** section or contact your Customer Success Manager directly.

<figure><img src="/files/cPEe8MIJPvY2bOHUlX6q" alt="" width="375"><figcaption></figcaption></figure>


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