How do Firstview and HeyMilo compare on screening, interviews, assessments and hiring workflows? This comparison looks at where they overlap, where they differ, and which needs each is built to serve.
Written by Ece Badak · Fact-checked by Barkin Kutucu
Updated · 35 primary sources reviewed
Published by Firstview. Based on the sources and scope described below.
From job post to final decision, with evidence
Multichannel screening on top of your ATS
Both platforms score CVs against weighted criteria and run live AI interviews with follow-up questions. The difference is scope: Firstview runs hiring from the job post to the final decision in one product, while HeyMilo screens across SMS, phone and video and returns the results to your ATS.
You want hiring in one place, from the job post to the final decision, not another layer on your ATS. Firstview scores every CV against weights you set, interviews candidates live in English, Turkish, German, Spanish or French, and backs each verdict with the candidate's own words. It works with or without an ATS.
Your team screens high applicant volumes and wants candidates reached by SMS, phone or video, with scores synced to an ATS such as Workday, Bullhorn or Greenhouse.
These 16 rows compare hiring tasks, not whole platforms. A Full rating means the vendor offers the feature, not that every plan includes it; the pricing section shows what each plan covers.
| Capability | Firstview | HeyMilo |
|---|---|---|
| Screen | ||
| Recruiter-facing weighted CV scoring | ||
| AI splitting of combined-PDF CV uploads | ||
| Contextual CV evaluation beyond keyword matching | ||
| JD-based criteria / rubric generation | ||
| Interview | ||
| Real-time conversational AI interview | ||
| Adaptive follow-up questions | ||
| AI interview designer / custom questions | ||
| Assess | ||
| Technical / coding evaluation | ||
| Soft-skill / competency evaluation | ||
| Decide | ||
| Criterion-level evidence & score rationale | ||
| Structured candidate report | ||
| Human interview co-pilot / note-taker | ||
| Operate | ||
| Native customizable hiring pipeline without a separate ATS | ||
| Calendar integration / scheduling | ||
| Candidate communication automation | ||
| Hiring analytics dashboard |
Full and Partial describe what each vendor's cited public sources show; every source carries its audit date in the source list. Not published means the reviewed sources did not establish the capability; it does not mean the capability is absent.
The scorecard is the index. These five sections explain what the differences mean in a hiring workflow.
Firstview carries your CV criteria into the interview
Firstview scores every CV against weighted criteria you set, checks dealbreakers first, and shows the evidence behind each score. It suggests criteria from your job description, and a combined PDF of CVs splits into individual candidates automatically.
HeyMilo's Resume Analysis scores each CV against weighted criteria and dealbreakers your team sets, reads experience in context and generates criteria from the job description. Its public sources do not show the splitting of a combined PDF.
On CV screening the two are close. The difference is what comes next: in Firstview, the same criteria carry into the live interview and the decision.
Firstview interviews each candidate live, in their own language, with follow-up questions
Tell me about a project that changed direction.
Customer feedback challenged our initial plan, so we reworked the approach.
How did you decide which feedback to act on?
Firstview runs live, two-way voice interviews in the browser, in English, Turkish, German, Spanish or French. It asks follow-up questions based on each answer, answers the candidate's own questions about the role, and suggests role-specific questions your team can edit.
HeyMilo runs two-way interviews by phone, browser voice or video, with a set number of follow-up questions per question, and conversational screening by SMS. It generates questions from the job description for your team to edit and weight.
Both hold a real conversation, so judge it on your own role: in a demo, Firstview interviews for one of your own open roles. If SMS or phone screening matters most, HeyMilo goes further there.
Firstview tests skills in the conversation; HeyMilo adds an AI scenario test
Firstview evaluates competencies and role-specific knowledge inside the interview itself, using 30+ competency frameworks. Technical roles get an in-depth conversational interview and a detailed technical report instead of a coding test.
HeyMilo scores communication, judgment and role knowledge against rubrics your team writes. Its AI Scenario Assessment, in beta, scores how a candidate completes a task with an AI assistant. Its public sources do not show coding tests.
If you want to see how candidates work with an AI assistant, HeyMilo covers that. If you want to know how a candidate thinks about the job, Firstview assesses it in the same conversation as everything else.
Firstview keeps AI and team interviews on one candidate record
“I brought the two teams together to agree on the priorities.”Example candidate answer
Aligned teams around shared priorities
Each Firstview verdict links to the candidate's answer and the moment they gave it, and unclear cases go to a person, never to an automatic rejection. Firstview Notetaker also joins your team's own interviews on Zoom, Google Meet and Teams and files the notes on the candidate, so AI and human interviews end up on one record.
HeyMilo's report gives each answer a score from 1 to 5 with reasoning against your rubric, plus a weighted overall score, the transcript and quotes with timestamps. Its public sources do not show note-taking in your team's own interviews.
Both let your team check a score against what the candidate said. In Firstview, your team's own interviews on Zoom, Google Meet or Teams land on the same candidate record as the AI interview.
Firstview runs hiring without a separate ATS; HeyMilo plugs into yours
Firstview includes the pipeline board, calendar scheduling, email and WhatsApp messages, and hiring analytics, so a team can run hiring without a separate ATS.
HeyMilo chains screening stages per role with Shortlist and Dismiss decisions, books interviews in Google, Outlook or Apple calendars, sends email and SMS reminders and tracks screening cost and completion. Results sync to ATS platforms such as Workday, Bullhorn and Greenhouse. Its public sources do not show hiring stages after screening.
Firstview runs the whole flow on its own. If a large ATS is staying, HeyMilo's connectors are built for that.
Firstview builds its rules into how it evaluates: it never analyzes faces, video is never part of the evaluation, and unclear cases go to a person, never to an automatic rejection. HeyMilo holds more formal certifications: SOC 2 Type I and Type II, with monthly bias audits published by Warden AI.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. HeyMilo combines a monthly plan with credits for each interview, resume screen and SMS.
Decide by how your team wants to run hiring.
Yes. Firstview covers CV screening, live AI interviews and the shortlist in one product, with its own hiring pipeline. HeyMilo screens high applicant volumes by forms, SMS, phone and video and syncs scored reports to the ATS you already use.
Yes. HeyMilo runs two-way interviews by phone, browser voice or video and asks follow-up questions. Firstview interviews each candidate live in the browser in English, Turkish, German, Spanish or French, follows up on each answer and answers the candidate's questions about the role.
With HeyMilo, yes: candidates can answer by SMS or take the interview as a phone call, on a paid plan with a workspace number. Firstview interviews candidates in the browser and reaches them by email and WhatsApp.
HeyMilo scores each answer from 1 to 5 against your rubric and shows the reasoning, the transcript and quotes with timestamps. Firstview links every verdict to the candidate's answer and the moment they gave it, and your team's own interviews join the same candidate record.
Not with Firstview, which includes its own pipeline board, scheduling and candidate messages. HeyMilo can run without an ATS for screening, but it describes your ATS as the source of truth and syncs scores and reports back to it.
Neither vendor publishes a price list. Firstview sells subscription plans and starts with a pilot on one of your own open roles. HeyMilo combines a monthly plan with credits for each interview, resume screen and SMS.
No. Firstview never analyzes faces, and video is never part of the evaluation. Integrity rules apply while the interview runs: the whole screen is shared, the camera stays on and virtual cameras are blocked.
Product designer
Go beyond the CV.
Alex Morgan · Product designer
CV scores, interview insights and team feedback.
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