Is Ashby or Breezy HR cheaper?

Ashby starts at $400 per month (Foundations, companies up to 100 employees). Breezy HR starts at Free (Bootstrap, one active position); paid plans from $157 per month billed annually (free plan available).

Ashby vs Breezy HR

An independent, review-free comparison compiled by the SaaSTracker editorial team. Both products are profiled in full, and neither can pay for placement here.

The short answer

Both sides assessed

Ashby compared with Breezy HR

Breezy HR has a free plan and a visual, drag-and-drop pipeline that small teams find immediately usable, plus stronger built-in video interviewing. Ashby has no free plan at all and a steeper setup, but the structured interview plans that make setup slower are exactly what makes its reporting work. A ten-person company hiring occasionally should look at Breezy first on price alone. A company hiring continuously will eventually want the reporting and scheduling layer Breezy does not have.

Breezy HR compared with Ashby

Ashby sits a tier up in sophistication, built for venture-backed companies that want analytics as the centre of the product rather than an afterthought, with strong scheduling and structured-interview tooling and quote-based pricing to match. Breezy is the pragmatic small-business choice: published prices, a free plan, and a system a non-recruiter can run. The decision usually comes down to whether anyone at your company will actually use recruiting analytics, because that is what Ashby's premium buys.

Choose Ashby if

Companies hiring continuously with a dedicated recruiter or two, where the pain is coordination volume and unanswerable pipeline questions rather than the cost of the tool: venture-backed technology companies, AI startups, and any team that wants one system covering sourcing, scheduling, and reporting instead of three.

Choose Breezy HR if

Small and mid-sized employers hiring on an ongoing basis (roughly 10 to 500 staff) who want a complete, self-serve ATS with the whole interview panel inside it, and who value flat per-company pricing with unlimited users over a cheap single-seat licence.

Side by side

13 attributes

Attribute	Ashby	Breezy HR
Category	Hiring	Hiring
Starting price	$400 per month (Foundations, companies up to 100 employees)	Free (Bootstrap, one active position); paid plans from $157 per month billed annually (free plan available)
Pricing model	Tiered subscription priced by company headcount rather than recruiter seats at the entry level, with usage meters on top for email lookups, SMS, and AI credits. Only the Foundations tier has a published price; Plus, Enterprise, and standalone Analytics are quoted. Add-ons for Advanced Scheduling and the AI Notetaker are separate line items on every tier.	Flat monthly subscription per company, not per user and not per open role. All plans include unlimited team members; the free Bootstrap plan is limited to one active position or candidate pool, and paid plans allow unlimited positions. Tiers gate capability rather than volume. Annual billing is advertised as two months free. AI credits, SMS, Onboard, and Perform are separate add-ons.
Free plan	No	Bootstrap: unlimited users and candidates, one active position or pool, career site, 50+ job board distribution, resume parsing, GDPR tools
Free trial	No	14 days on paid plans, no credit card required, including 100,000 Breezy Intelligence credits
Best for	Companies hiring continuously with a dedicated recruiter or two, where the pain is coordination volume and unanswerable pipeline questions rather than the cost of the tool: venture-backed technology companies, AI startups, and any team that wants one system covering sourcing, scheduling, and reporting instead of three.	Small and mid-sized employers hiring on an ongoing basis (roughly 10 to 500 staff) who want a complete, self-serve ATS with the whole interview panel inside it, and who value flat per-company pricing with unlimited users over a cheap single-seat licence.
Setup time	Plan on one to three weeks of real configuration before going live, not an afternoon. Job templates, interview plans, scorecards, approval chains, and scheduling rules all have to be defined, and the quality of those definitions determines whether the reporting is worth anything later. Importing candidates from an existing ATS is the easier half of the work.	A first job can be live in under an hour: create the position, connect a calendar and mailbox, publish to the career site and boards. A properly configured setup with pipeline templates, questionnaires, email templates, and scorecards is realistically a day of work spread over a week.
Learning curve	Moderate to steep for administrators and light for occasional users. The recurring complaint in reviews is depth of configuration rather than confusing design: interview scheduling alone carries more than a dozen settings tabs, and common tasks can take more clicks than in a simpler tool. Hiring managers using job dashboards and feedback forms need almost no training.	Low for candidate reviewers, who mostly live in Slack, email, and the mobile app. Moderate for the administrator, since the value is in the automations and templates, and a pipeline configured without them is just a nicer inbox.
Platforms	Web application, Chrome extension for sourcing, Slack app, Mobile web (no native iOS or Android app)	Web application, iOS app, Android app, Browser sourcing extension, Hosted career site
Compliance	SOC 2 Type II, GDPR, ISO 27001, CCPA, EEOC and OFCCP reporting support	GDPR, EEOC and OFCCP reporting, ISO/IEC information security certification, Candidate consent and data retention controls
Founded	2018	2014
Headquarters	San Francisco, California	Jacksonville, Florida, United States
Ownership	Independent, venture-backed	Owned by Learning Technologies Group, which was taken private by General Atlantic in March 2025

Strengths and limitations

Ashby

Strengths

Reporting is genuinely a first-class part of the system rather than an exported module, and it shows in questions competitors cannot answer without manual data work.
Sourcing CRM, ATS, scheduling, and analytics share one database, which removes the sync failures that plague a stitched-together stack.
Interview scheduling automation is among the strongest in the category, and it addresses the single biggest time sink for coordinators.
Pricing at the entry tier is published, which is rare in recruiting software where almost every vendor hides behind a demo.

Limitations

No free plan and no self-serve trial, so a small business cannot evaluate the product without going through sales.
The $400 monthly floor is priced on total company headcount, so a 95-person company hiring two people pays the same as one hiring forty.
Configuration depth is real work: reviewers count more than a dozen settings tabs in interview scheduling alone, and initial setup takes longer than a lightweight ATS.
Sourcing filtering is dropdown-based rather than boolean, which experienced sourcers find slower and less expressive than a query string.

Breezy HR

Strengths

Unlimited users on every plan including the free one, which removes the usual tax on getting hiring managers into the ATS.
A free plan that is genuinely usable for one open role, complete with career site, job board distribution, resume parsing, and GDPR tooling.
Fully self-serve: a 14-day trial with no credit card and no mandatory demo, unusual in a category dominated by sales-led vendors.
The drag-and-drop pipeline with stage-triggered automation is the clearest implementation of the model in this price bracket, and non-recruiters understand it immediately.

Limitations

Reporting is the weakest area and the most consistent theme in user reviews: fixed dashboards, no report builder, and limited ability to slice pipeline data your own way.
The pricing has no rung between free and $157 per month, so a company that simply needs two concurrent openings faces a full-price decision.
API access is restricted to the quote-only Pro tier, which blocks custom integrations for anyone on the published plans.
Core collaboration features are tiered higher than buyers expect: scorecards, interview guides, and multiple pipelines are Growth, not Startup.

Pricing compared

Ashby

Tiered subscription priced by company headcount rather than recruiter seats at the entry level, with usage meters on top for email lookups, SMS, and AI credits. Only the Foundations tier has a published price; Plus, Enterprise, and standalone Analytics are quoted. Add-ons for Advanced Scheduling and the AI Notetaker are separate line items on every tier.

Foundations$400
PlusCustom quote
EnterpriseCustom quote
Ashby AnalyticsCustom quote

Ashby is the most expensive published entry point in this category, and it is not close: $4,800 a year buys a full free plan plus several years of a cheaper ATS elsewhere. The defence is straightforward arithmetic on coordinator time. If interview scheduling and pipeline reporting currently consume ten hours a week of someone's salary, the tool pays for itself; if you make four hires a year and schedule them by email in twenty minutes each, it does not. Judge it on hiring volume rather than company size, and price in the two add-ons plus the headcount threshold before comparing quotes, because the $400 headline is the floor rather than the number most teams pay.

Breezy HR

Flat monthly subscription per company, not per user and not per open role. All plans include unlimited team members; the free Bootstrap plan is limited to one active position or candidate pool, and paid plans allow unlimited positions. Tiers gate capability rather than volume. Annual billing is advertised as two months free. AI credits, SMS, Onboard, and Perform are separate add-ons.

Bootstrap$0
Startup$157
Growth$273
Business$439
ProCustom

Per company rather than per seat is the right shape for small-business hiring, and at Startup the effective cost is well under what a single recruiter seat costs on several competitors once you have four or five people in the system. The value case is weakest at the two extremes. Below two concurrent roles the free plan is excellent and the paid plans are poor value; at the top, Business at $439 per month plus add-ons is real money for a company that still lacks a report builder and API access. The sweet spot is a 30 to 300 person employer running several openings at once with a distributed interview panel, where Growth at $273 per month replaces a spreadsheet, a scheduling tool, a video screening tool, and a reference-check habit nobody was keeping.

Editorial verdict on each

Ashby

Ashby is the best answer in this category to a specific question: what did our hiring process actually do, and where did it lose time. Building the reporting engine and the operational system on one database was the right call, and it produces analysis that competitors need spreadsheets and a spare afternoon to approximate. The scheduling automation is the other genuine strength, and it is the feature that pays for the subscription in coordinator hours. The cost of all this is bluntly stated on the pricing page: $400 per month minimum, priced on company headcount rather than hiring volume, with no free plan, no trial, and the two most-wanted features sold as add-ons. That is the most expensive published floor in the category, and for a business making a few hires a year it is the wrong purchase regardless of quality. Buy Ashby when hiring is a continuous function with someone whose job it is, and evaluate it against JazzHR, Breezy HR, or a well-maintained Airtable base when it is not.

Read the full Ashby profile

Breezy HR

Breezy HR is the most straightforward answer for a small or mid-sized employer that hires continuously and wants everyone who interviews to be inside the system. The unlimited-user, flat-per-company pricing is the right shape for that buyer, the drag-and-drop pipeline with stage automations is immediately legible to non-recruiters, and the screening stack (questionnaires, one-way video, scheduling, scorecards, references, e-signature) is more complete than the price suggests. The free Bootstrap plan is one of the few genuinely useful free tiers in recruiting software. Against that, reporting is thin and unlikely to satisfy anyone who wants to analyze their funnel, API access is locked behind a quote-only tier, several features buyers assume are core (scorecards, multiple pipelines, HRIS export) sit higher up the plan ladder than expected, and the leap from free to $157 per month leaves the two-jobs-a-year company with nowhere sensible to land. Buy it if you are running three or more openings at once with a distributed panel; stay on the free plan if you are not, and look at Workable or Ashby if analytics are the point.

Read the full Breezy HR profile

Ashby profile last reviewed 2026-08-23; Breezy HR last reviewed 2026-08-23. Pricing is compiled from public sources and can change without notice. See our methodology.