# 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?

<figure><img src="/files/8x2sirvUJtHhFDO2JhPB" alt=""><figcaption></figcaption></figure>

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

{% hint style="warning" %}
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.
{% endhint %}

### 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.

<details>

<summary><strong>Share</strong></summary>

Share a direct link to this candidate's profile with teammates or hiring managers.

</details>

<details>

<summary><strong>Modular</strong></summary>

Toggle between layout versions for the candidate profile view.

</details>

<details>

<summary><strong>Download</strong></summary>

<figure><img src="/files/lhAy0qSleHyKx7PJGSZi" alt="" width="375"><figcaption></figcaption></figure>

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.

</details>

<details>

<summary><strong>Allow Retake</strong></summary>

Let this candidate retake their interview from their profile. This is a **per-candidate** setting.

* **Max retakes:** How many times this candidate can retry (1–10)
* **Cooldown period:** How long they must wait between attempts (0–365 days) If the interview experience (agent) is set to **no retakes**, the **Allow Retake** action here **overrides** that for this candidate only.

You can grant a retake for one person without changing the agent’s default. If the agent already allows retakes, this control lets you set a different max or cooldown for this candidate if needed. For where retakes are configured at the agent level, see Interview Retake.

</details>

<details>

<summary><strong>Enriched Data</strong></summary>

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.

</details>

**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

<figure><img src="/files/YeLbFDXOYvbpYj2s2waS" alt=""><figcaption></figcaption></figure>

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

<details>

<summary>PDF</summary>

<figure><img src="/files/EDtMGfYzpG0DAlZrH2jf" alt=""><figcaption></figcaption></figure>

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

</details>

<details>

<summary>Eligibility</summary>

<figure><img src="/files/Fvc6tBDQZLaNziiGMgfA" alt=""><figcaption></figcaption></figure>

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.

</details>

<details>

<summary>Scorecard</summary>

<figure><img src="/files/b2YknVvVDFKmJ4UxuVQF" alt=""><figcaption></figcaption></figure>

Evaluates resumes against scored criteria (1–10 per criterion), such as:

* domain relevance
* instructional depth
* leadership exposure

Each score includes written reasoning.

</details>

<details>

<summary>Key Notes</summary>

* Resume scores reflect **what is written**, not inferred ability
* Eligibility and scoring are intentionally separate

</details>

## Form Screening Scorecards

**Purpose:** Validate required information and enforce eligibility using structured form responses.

#### Tab You’ll See

<details>

<summary>Form Submission</summary>

<figure><img src="/files/wKNaSARp4rjNOHZw7dUy" alt=""><figcaption></figcaption></figure>

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*).

</details>

<details>

<summary><strong>Key Notes</strong></summary>

* Dealbreakers enforce non-negotiable requirements
* Failed dealbreakers can block progression (if enforced)
* Form screening controls **eligibility**, not ranking

</details>

## SMS Screening Scorecards

**Purpose:** Quickly confirm must-have criteria in high-volume workflows.

#### Tabs You’ll See

<details>

<summary>SMS Score</summary>

<figure><img src="/files/2bENzabPXvOoUhyxrDvA" alt=""><figcaption></figcaption></figure>

Pass / Fail results per question and eligibility outcome.

</details>

<details>

<summary>SMS Transcription</summary>

<figure><img src="/files/c0kyNmesztQEonmGhoPo" alt=""><figcaption></figcaption></figure>

Full text conversation with timestamps.

**Key Notes**

* SMS screening is eligibility-focused
* Used early in workflows
* No free-form interpretation beyond defined criteria

</details>

## 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

<details>

<summary>Summary</summary>

<figure><img src="/files/KQnoflwqv4ALFckboCUZ" alt=""><figcaption></figcaption></figure>

High-level overview of strengths and gaps.

</details>

<details>

<summary>Scorecard</summary>

<figure><img src="/files/Mxnn2UtRARBZIDGbG35r" alt=""><figcaption></figcaption></figure>

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.

<figure><img src="/files/VfJbu1mClKleFsYjCXyn" alt=""><figcaption></figcaption></figure>

In the profile you’ll see their overall interview score (out of 100), aggregating question-level scores.

</details>

<details>

<summary>Communication</summary>

<figure><img src="/files/M4XZFYcdsI3mU5s8KDkq" alt=""><figcaption></figcaption></figure>

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

</details>

<details>

<summary>Transcript</summary>

<figure><img src="/files/xm2IpryxDi6vANoOOBiA" alt=""><figcaption></figcaption></figure>

Full, time-stamped transcript. Searchable and reviewable.

</details>

<details>

<summary>Extracted Tags</summary>

<figure><img src="/files/m1dPyq7xxR7VJ6GQDHyx" alt=""><figcaption></figcaption></figure>

Structured data (e.g. years of experience, attributes).

Tags are **informational only** and do not affect scores.

</details>

<details>

<summary>Audio / Video</summary>

<figure><img src="/files/YXoRSpm0pmG6Wy5oKyul" alt=""><figcaption></figcaption></figure>

Listen to the time-synced playback with jump controls.

**No facial, tone, accent, or appearance analysis is used for scoring.**

</details>

## 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.

<details>

<summary>Device &#x26; Environment Summary</summary>

<figure><img src="/files/agR3tBeGHEyKWdSYuOgh" alt=""><figcaption></figcaption></figure>

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.

</details>

<details>

<summary>Evaluator Processing Times</summary>

<figure><img src="/files/nKpDSvmPjJBhdY8GDSAi" alt=""><figcaption></figcaption></figure>

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.

</details>

<details>

<summary>Cheat Detection Overview (If Enabled)</summary>

<figure><img src="/files/FuG4JHmshITZZqSSvQub" alt=""><figcaption></figcaption></figure>

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

</details>

<details>

<summary>Interview Completion Status</summary>

<figure><img src="/files/1mA01me4sjdRBi7TH77o" alt=""><figcaption></figcaption></figure>

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.

</details>

<details>

<summary>Key Notes</summary>

* Diagnostics provide **context**, not decisions
* No automatic actions are taken based on diagnostics
* All signals require human interpretation

</details>

## Notes Tab (All Agents)

<figure><img src="/files/iyNZBXgdY2JQdSW8OIaW" alt=""><figcaption></figcaption></figure>

**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

<figure><img src="/files/T0aDotBsZvHcOkZaBHUy" alt=""><figcaption></figcaption></figure>

**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.

<figure><img src="/files/pf8EO2KRFyb3gAcD67iu" alt=""><figcaption></figcaption></figure>

**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

<details>

<summary>Overall Score Analysis</summary>

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

</details>

<details>

<summary>Category Performance Patterns</summary>

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

</details>

<details>

<summary>Weighted Scoring Impact</summary>

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

</details>

### Comparative Analysis

<details>

<summary>Candidate Ranking</summary>

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

</details>

### Using Scorecards for Decision Making

<details>

<summary>Decision Framework</summary>

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

</details>

<details>

<summary>Next Steps Based on Scores</summary>

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

</details>

### Common Scorecard Mistakes

<details>

<summary>❌ Over-Reliance on Scores</summary>

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

</details>

<details>

<summary>❌ Misinterpreting Results</summary>

Common misunderstandings:

* **Single Category Focus**: Overemphasizing one area
* **Score Inflation**: Expecting unrealistic perfection
* **Comparison Errors**: Inappropriate benchmarking
* **Timing Issues**: Not considering experience level

</details>

<details>

<summary>❌ Process Problems</summary>

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

</details>

### Advanced Scorecard Features

<details>

<summary>Bias Reduction</summary>

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

</details>

{% hint style="success" %}
**Pro Tip**: The best scorecards combine objective data with human insight. Use scores as a starting point, but always consider the complete candidate picture.
{% endhint %}

### 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.

<figure><img src="/files/jAdkxHCLy9OArXQGpCyM" alt="" width="375"><figcaption></figcaption></figure>

#### Report Styles

| Style                | What it supports                                                                                                                          |
| -------------------- | ----------------------------------------------------------------------------------------------------------------------------------------- |
| **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                                                                                                        |

{% hint style="info" %}
Multilingual translation is only available with the **Modern** report style. If you select Classic, the report will generate in English regardless of language selection.
{% endhint %}

#### How to Download a Report

From any candidate profile, click **Download** and choose:

<details>

<summary><strong>View Report</strong></summary>

Opens the report in your browser without downloading. Use this to preview before sharing.

</details>

<details>

<summary><strong>Download PDF</strong></summary>

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)

</details>

<details>

<summary><strong>Package ZIP</strong></summary>

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.

</details>

#### 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

<details>

<summary><strong>Translated vs. not translated</strong></summary>

**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

</details>

{% hint style="success" %}
**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.
{% endhint %}

## Sharing Reports with Candidates

If you’d like to give candidates visibility into their results, you can easily share their interview reports with them:

<figure><img src="/files/8PBVHSuVZFQeu4rFmFb6" alt=""><figcaption></figcaption></figure>

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.

<figure><img src="/files/5HAcMPRCtyufxRvn36nc" alt=""><figcaption></figcaption></figure>

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 <support@heymilo.ai>, visit the **Help** section or contact your Customer Success Manager directly.


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