Managing asynchronous interview funnels can raise practical questions regarding platform settings, applicant rules, and AI behaviors. Below, you will find answers to the most common questions recruiters ask to optimize their Mimo video-vetting pipelines.
You can add a maximum of 10 questions per interview campaign. This limit is intentionally configured to preserve candidate focus and ensure high completion rates across your applicant pools.
No. Once an interview campaign is published and made live, its questions, grading benchmarks, and linked job descriptions are locked to protect the evaluation baseline.
If you must update the interview questions, simply go to your dashboard, duplicate the existing campaign to create a fresh draft, make your adjustments, and publish the new campaign.
Yes. You can customize the recording duration limit for each of your interview questions up to a maximum of 3 minutes (180 seconds).
Yes, you can easily compose fully customized questions from scratch.
Within the campaign's Compose tab, you have the freedom to type unique questions and pair them with custom evaluation traits (such as technical competence or problem-solving style) tailored specifically to your unique business roles.
Once a candidate finalizes and submits their video answers, they cannot log back in or request to redo their interview.
However, before final submission, candidates are allowed to review their recordings and take advantage of the camera retake limits you configured during setup. If a candidate faces an exceptional technical issue, you can simply issue them a new invitation from your dashboard to reset their progress.
Yes. To avoid configuring settings from scratch, you can duplicate any past interview campaign directly from your main dashboard to instantly pre-fill your questions, timers, and proctoring parameters into a new draft.
Yes. Because candidate scoring is localized to individual campaigns, you can easily process the same applicant through separate video rounds (such as a generic behavioral screen followed by a highly role-specific technical assessment).
Currently, the Mimo mobile application is designed specifically for structured, video-recorded responses.
We recommend capturing baseline administrative data (such as target salary or placement preferences) during your resume upload stage or utilizing Mimo's custom JD keywords to highlight these points on candidate resumes.
Mimo's gaze tracking is optimized to recognize prolonged, unnatural shifts in candidate attention, such as reading an off-screen script or consulting notes on an external screen.
It ignores natural, momentary shifting or normal blinking, ensuring that candidates are evaluated fairly without false alerts from casual movement.
If the "Force to end session" rule is activated on your dashboard, the candidate's active session will be permanently closed if the platform detects them exiting or pausing the screen three consecutive times.
The system will automatically log their status as completed with a security warning badge, letting you review the captured footage and decide if a reset is appropriate.
The violation threshold is standardized to flag and lock candidates after three screen pauses or tab-exits to balance strict security with potential technical anomalies. This uniform limit cannot be customized manually.
Mimo uses a combination of gaze tracking, audio presence checks, and speech analysis to identify candidates who are reading from external screens or receiving assistance from background participants.
Additionally, because the mobile screen displays the interview prompt instantly and records response behaviors in real-time, candidates have limited windows to search or copy text.
If the room lighting is too dim, Mimo's face recognition engine might struggle to establish facial coordinate lines, triggering a visibility warning.
To prevent this, candidates are shown a pre-recording checklist reminding them to find a well-lit, quiet room before beginning their session.
Yes. You can copy transcribed answers directly to your clipboard using the copy icon on the web review player, or access complete, textual transcripts within the downloadable candidate PDF evaluation reports.
No. To ensure compliance, objectivity, and prevent racial or physical bias, Mimo focuses its evaluations strictly on verbal content (STAR framework analysis) and phonetic cadence. We do not score body language or facial expressions.
Yes. You can download the complete candidate PDF evaluation reports and share them directly with department heads or external stakeholders via email, Slack, or any shared database.
Yes, absolutely. Every candidate scorecard is accompanied by a professional Executive Summary detailing candidate behaviors, listed key strengths, potential development opportunities, and targeted onboarding questions.
Mimo grades candidate responses based on the presence of logical, high-quality, and structured answers (Situation, Task, Action, Result) rather than simple word counts.
A concise, high-density response that outlines exact methodologies will often outscore a long, winding response filled with off-topic jargon.
Our speech-to-text algorithm evaluates the phonetic density and pauses in a candidate's spoken responses against Indonesian and English linguistic baselines to measure communication clarity.