HeyMilo conducts screening interviews by voice and returns structured evaluations. It targets high-volume hiring, where the constraint is genuinely capacity: a recruiter facing two thousand applicants for forty roles cannot speak to most of them, so the majority are filtered on a CV skim or never contacted at all.
It also works inside an existing applicant tracking system, resurfacing candidates already in the database who were passed over for an earlier role. That is often the cheapest source of good applicants a company has and the one least used.
Pricing is not published. Two things deserve stating plainly: automated interviewing meets real candidate resistance and is under regulatory scrutiny in several jurisdictions, and claims of unbiased evaluation are the vendor’s own, difficult to verify from outside and not a defence on their own.
