HeyMilo

What it is

HeyMilo is an AI first-round screener for high-volume hiring. When a candidate reaches a set stage in your ATS, it sends an invitation, and the candidate takes a structured interview by voice, video, phone, or SMS at any hour. Each answer is scored against a rubric you configure, with a written reason per score, and the transcript and report go back into the ATS. Resume screening, candidate-fraud signals, and, since June 2026, scenario-based skill assessments, candidate recommendations, and an interview notetaker sit around that core.

The New York company was founded in 2023 by Sabashan Ragavan (CEO) and Ramie Raufdeen. In June 2026 it announced $6M in total funding, led by Category Ventures with Canaan Partners, Alumni Ventures, and ERA. It says it has screened more than 1 million candidates, and it names Randstad, the RPO WilsonHCG, and Neo Financial as customers. The closest category neighbors are Apriora (Alex) and Sapia.ai.

HeyMilo is not an end-to-end AI recruiter. It does not coordinate calendars across parties, run multi-round loops, or replace your ATS. It runs the first screen and hands a ranked, explained shortlist to a human.

Why it shows up in Recruiting stacks

• Staffing-ATS write-back. HeyMilo integrates with the staffing systems generalist AI interviewers tend to skip: Bullhorn, Avionté, and JobDiva, alongside Greenhouse, Ashby, Workday, and iCIMS. In Bullhorn the screen fires on a status change, the report lands in Notes, and a JobSubmission is created for the recruiter to act on. For an agency desk, that means no new screen to live in.
• Explainable per-question scoring. Recruiters see why a candidate scored 3 on question four without replaying the call. That matters when an account manager has to defend a submittal to a client, and when you need an audit trail for automated screening rules.
• Priced for volume buyers. HeyMilo sells on interview volume, not recruiter seats, and third-party trackers put it at the low end of the conversational-screener band (see below).

Pricing

• No public price. HeyMilo sells through a demo and publishes no rate card.
• Third-party estimates: roughly $4–8 per completed interview, falling to about $4 at around 1,000 interviews a month; a competitor’s comparison page cites $2.50 per interview, with cheat detection ($3) and resume screening billed separately. Treat both as estimates, not vendor numbers.
• What that means at scale: about $6K a year at 100 screens a month and about $48K a year at 1,000 (estimate). Against a 20-minute recruiter phone screen at a $35/hour loaded cost (about $12, estimate), the per-screen math favors HeyMilo from the first interview. The real risk is the volume commitment.
• Contract terms to watch: reviewers report that unused volume on fixed contracts does not roll over.

Best for

Staffing agencies, RPOs, and BPO or contact-center hiring teams screening hundreds to thousands of applicants a month for roles with a repeatable rubric (light industrial, warehouse, customer support, SDR, clinical admin), especially desks running Bullhorn, Avionté, or JobDiva. The ROI band starts around 200 first-round screens a month.

Do not buy HeyMilo if you hire senior, executive, or scarce specialist roles, where an AI-only first round costs you candidates; if you screen fewer than about 50 people a month, where a recruiter’s phone screen is cheaper than any contract; or if your security review requires SOC 2 Type II today.

Versus the alternatives

• Paradox: now part of Workday, and the category leader for hourly hiring. Pick it when you want conversational apply, screening, and self-scheduling as one enterprise deployment and can absorb a $25K–150K+ contract plus implementation. HeyMilo wins on staffing-ATS fit and entry cost.
• HireVue: the enterprise video-assessment incumbent. Pick it when a Fortune 500 legal team needs validation studies and assessment science. HeyMilo is faster to deploy and priced per screen.
• Apriora (Alex): the fastest-growing conversational interviewer, with a $17M Series A. Pick it for adaptive follow-ups, WhatsApp, calendar coordination, and SOC 2 Type II. HeyMilo wins on explainable rubric scores and price.
• Bullhorn Amplify: Bullhorn’s native AI on the quote-only Pro and Max tiers. Pick it when you would rather upgrade your ATS than add a vendor. Buy HeyMilo when you want a structured interview with a scored report, which is the job an add-on screener is built for.
• Sapia.ai: text-chat interviews for frontline roles. Pick it when candidates will not take a voice or video call.

If none fit because volume is low, a recruiter with a phone-screen script and a scorecard in the ATS beats every product here. For screening rules you can audit, see candidate screening.

Watch-outs

• The SOC 2 report came through Delve. HeyMilo’s own blog says its April 2025 SOC 2 Type I was completed with Delve, the compliance-automation vendor that a March 2026 whistleblower report accused of issuing templated audit reports. Delve denies the claims. HeyMilo says it is pursuing Type II; we found no public Type II report. Guard: ask for a current report and the name of the CPA firm that signed it. If the Delve-era Type I is the only report on offer, require a re-audit clause and a signed DPA before any candidate data flows.
• You own the automated-screening compliance. Rubric scores that drive advancement are an automated employment decision tool under NYC Local Law 144, and video screens fall under Illinois’ AI Video Interview Act and the EU AI Act’s high-risk hiring category. Guard: run the bias audit before launch, post candidate notices, offer a human alternative path, and check score gaps by segment with the screening score variance audit.
• Rubric-bound interviews reward fluency. Scoring follows the rubric you write, so an articulate, underqualified candidate can outscore a strong but terse one. Guard: validate the rubric against 30–50 past hires before go-live, never auto-reject on score alone, and have a recruiter review the band just below the cut line.
• Fraud flags are signals, not verdicts. An accommodation or a shared room can trip the same flags as a candidate reading AI-generated answers. Guard: route every flag to human review; see AI interview fraud.
• Language coverage claims vary. HeyMilo’s own pages cite anything from 14 to 50+ languages. Guard: pilot every language you hire in with native-speaker reviewers before you commit volume to it.