Voice stack
Low-latency calls, interruption handling, retry logic, and multilingual understanding tuned for real recruiting conversations.
The method behind every Mio conversation.
Voice AI is only useful when recruiters can inspect it. Omogen keeps the model, criteria, trace, and human decision in the same workflow.
Criteria scoring
Every score comes from explicit criteria defined with the recruiter, not a hidden black-box decision.
Bias audits
Quarterly reviews check candidate experience, scoring consistency, language parity, and model drift.
Human control
Mio recommends, documents, and routes. Recruiters keep ownership of the hiring decision.
From conversation to evidence.
1
Listen
Mio captures the actual answer, not just a form field.
2
Structure
The answer is mapped to your criteria and normalized for the role.
3
Explain
Recruiters see why a score changed and what still needs a human follow-up.
Motivation84%
Disponibilite77%
Experience70%
Next stepRecruiter review
Research notes and operating standards.
2026Responsible voice interviews for high-volume recruiting
2025Candidate consent and explainability in automated screening
2025Multilingual scoring consistency across staffing campaigns
Review Mio with your own scorecard.
Bring a role, a rubric, and a candidate profile. We will show how the scoring trail stays readable.
Book a demo