Breezy HR

Name: Breezy HR
Brand: Breezy HR
Price: 157 USD

A flat-rate applicant tracking system with unlimited users and a genuinely free one-job plan

Breezy HR is an applicant tracking system for small and mid-sized employers. It publishes jobs to a hosted career site and more than fifty job boards, collects and parses applications into a drag-and-drop candidate pipeline, and handles the screening work around it: questionnaires, one-way video screens, interview scheduling, scorecards, reference checks, offers, and e-signature. It is priced as a flat monthly subscription per company rather than per user or per open role, and it has a permanently free plan that covers one active position.

Visit website

Overview

Most applicant tracking systems in the small-business price range are sold per recruiter seat, which quietly punishes the thing that actually makes hiring work: getting hiring managers, interviewers, and the founder into the same system to leave feedback. Breezy HR took the opposite position. Every paid plan includes unlimited users and unlimited open positions, and the price moves only when you want more capability. For a fifteen-person company where six people interview and nobody is a full-time recruiter, that single pricing decision usually settles the evaluation.

The product itself is a conventional, well-executed ATS built around a Kanban pipeline. A position has stages, candidates are cards, and dragging a card into a stage can fire an automation: send a rejection email, request a questionnaire, ask for a one-way video answer, invite the candidate to book an interview slot, or notify the panel in Slack. Sourcing sits in front of that with a hosted careers page, a Chrome extension for pulling profiles into a candidate pool, distribution to free boards, and paid sponsorship through Indeed and ZipRecruiter. Behind it sit offers, e-signature, background checks through Checkr, and a handoff into an HRIS or payroll system such as BambooHR or Gusto.

Breezy was founded in 2014 in Jacksonville, Florida by Darren Bounds, formerly a technology lead at Taleo, and was acquired in 2019 by the London-listed Learning Technologies Group for roughly $12 million. LTG itself was taken private by General Atlantic in March 2025, so Breezy is now a small product inside a private-equity-owned learning and talent group. In practice the product has stayed independent-feeling and self-serve: a card gets you a 14-day trial with no sales call, the free Bootstrap plan is real rather than a demo, and the company has kept adding to the platform with an AI layer called Breezy Intelligence, an onboarding add-on, and a separate performance-management product called Breezy Perform.

The honest caveat is the price step. Bootstrap is free and covers one job, and the first paid tier, Startup, is $157 per month billed annually or $189 month to month. There is nothing in between. A company that needs two open roles at once and nothing else jumps straight from zero to roughly $1,900 a year, which is the single most common reason small employers bounce off Breezy toward a per-job or cheaper flat-rate competitor.

Best for

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.

Not the right fit for

Companies hiring one or two roles a year; the jump from the free single-position plan to $157 per month is hard to justify at that volume, and a per-job posting product is cheaper.
Staffing agencies and search firms; Breezy is built for an employer hiring for itself, with no client billing, placement tracking, or multi-client CRM of the kind Manatal or a recruitment CRM provides.
Teams that need deep, custom recruiting analytics; reporting is the most consistently criticized part of the product and there is no report builder to escape into.
High-volume structured hiring programs that want native assessments and heavy scorecard analytics as the core of the process rather than integrations bolted onto it.
Buyers who need API access on a mid-tier plan; the API is reserved for the quote-only Pro tier.

How it works

1
You create a position, which is the container for one job. Breezy generates a job description (with AI assistance if you want it), publishes it to your hosted careers page under your own domain on paid plans, and distributes it to more than fifty free job boards. Paid promotion on Indeed Sponsored Jobs and ZipRecruiter TrafficBoost is bought inside the product rather than separately.
2
Applications arrive into a pipeline you define. Resumes are parsed into structured candidate profiles across twenty-plus languages, and each stage of the pipeline is a column you drag cards between. Stages carry automations, so moving a candidate can trigger the screening questionnaire, the one-way video prompt, the scheduling invitation, or the rejection email without anyone remembering to send it.
3
Screening happens inside the candidate card. Questionnaires can knock out unqualified applicants automatically, one-way video screens replace the first phone call, and Breezy Intelligence scores and summarizes candidates against the role using AI credits. Live interviews are scheduled against connected Google or Microsoft calendars, and the interview guide plus scorecard gives untrained hiring managers a structured way to write feedback rather than replying to an email thread.
4
At the end of the pipeline, Growth and Business plans handle automated reference collection, offer letters, and e-signature, and then push the hire out to an HRIS or payroll system. The separate Onboard add-on continues past the signature with document collection and new-hire task lists, and the separate Perform product covers review cycles, goals, and one-to-ones once the person is employed.

Feature breakdown

31 features in 5 modules

Sourcing and job distribution

Getting the role in front of candidates and pulling passive prospects into a pool.

Career site builder: A hosted, mobile-responsive careers page that inherits your branding, with a custom domain on paid plans so the application flow does not visibly leave your site.
50+ job board distribution: One publish action pushes the role to free aggregators and boards including Indeed, Glassdoor, Google for Jobs, and LinkedIn's free listings, with the applications routed back into one pipeline.
Sponsored job promotion: Indeed Sponsored Jobs and ZipRecruiter TrafficBoost budgets are set inside Breezy, so paid placement does not require a second account and a second invoice.
Candidate pools: Talent pools sit outside any single position, holding silver-medalist candidates and passive prospects so a future opening starts with a shortlist rather than an empty pipeline.
Sourcing extension: A browser extension captures a profile from LinkedIn or another public source into a pool with contact details attached, which is how most small teams do the little sourcing they do.
Employee referrals: A referral portal on Growth and above lets staff submit and track candidates, with referral source recorded on the candidate for later reporting.

Pipeline and screening

The drag-and-drop core of the product, plus the automation attached to each stage.

Drag-and-drop pipelines: Stages are columns and candidates are cards; multiple pipeline templates on Growth and above let an engineering hire and a warehouse hire run different processes.
Resume parsing: Uploaded resumes are parsed into structured profiles across more than twenty languages, including on the free plan, so the pipeline is searchable rather than a folder of PDFs.
Stage automations: Moving a card can send templated email, request a questionnaire, trigger a video screen, or notify the panel, which is what stops candidates going silent for a week.
Screening questionnaires: Knockout and scored questions filter unqualified applicants before a human reads anything; advanced conditional questionnaires are gated to the Business plan.
One-way video screening: Candidates record answers to prompts on their own time, replacing the first screening call, with responses attached to the candidate card for the panel to watch.
Bulk actions: Advance, reject, tag, or message large groups of applicants at once, the difference between a manageable and an unmanageable response to a job posting.
Breezy Intelligence: The AI layer, sold as credits, drafts job descriptions and outreach, summarizes candidates, and scores applicants against the role's requirements.

Interviewing and collaboration

Getting hiring managers into the system and producing comparable feedback.

Interview scheduling: Two-way sync with Google and Microsoft calendars, self-scheduling links for candidates, and panel availability lookup so booking does not become an email negotiation.
Scorecards: Structured per-stage rating cards on Growth and above, so interviewer feedback is comparable across candidates instead of a paragraph of impressions.
Interview guides: Pre-written question sets attached to a stage, which is what makes an untrained hiring manager's interview repeatable and defensible.
Unlimited users on every plan: Every tier including the free one allows unlimited team members, so adding an interviewer or an executive reviewer never triggers a pricing conversation.
Candidate messenger and email sync: Two-way email and SMS conversations (SMS is a paid add-on) are logged against the candidate, so the whole panel sees what was said.
Slack integration: New applicants, stage changes, and feedback requests appear in Slack and can be actioned there, which is how most reviewers actually engage with the process.
Roles and permissions: Custom roles on the Business plan restrict what hiring managers and external reviewers can see, including tag locking for confidential notes.

Offer, compliance, and reporting

Closing the hire and the administrative layer around it.

Automated reference checking: Reference requests are sent and collected automatically on Growth and above, removing the most reliably forgotten step in a small company's hiring process.
Offer management and e-signature: Offer letters are generated from templates, routed for internal approval, and signed electronically without a separate signature tool.
Background checks: Checkr and similar providers run screens from inside the candidate card, with results attached rather than sitting in someone's inbox.
EEOC and OFCCP reporting: Optional demographic questions are collected separately from the evaluation record and reported for US compliance obligations.
GDPR compliance kit: Consent capture, customizable privacy notices, automatic retention expiry, and candidate access and erasure handling, included at no extra cost.
Recruiting analytics: Dashboards for source effectiveness, time in stage, time to hire, and pipeline conversion; useful at a glance, shallow if you want to slice it your own way.
Mobile apps: iOS and Android apps cover reviewing candidates, leaving feedback, and messaging, which is where most hiring-manager participation happens.

Adjacent products and add-ons

Paid modules that extend past the hire itself.

Onboard: A separate add-on starting around $49 per month covering new-hire document collection, task checklists, and the handoff from offer to first day.
Breezy Perform: A distinct performance-management product with review cycles, goals, peer feedback, and one-to-one templates, sold separately from the ATS.
SMS and text messaging: Candidate texting as a credit-based add-on starting around $41 per month, relevant for hourly and high-volume hiring where email response rates are poor.
HRIS and payroll handoff: Direct exports of a hired candidate into BambooHR, Gusto, and similar systems, gated to the Business plan.

Use cases

4 documented

Operations lead at a 40-person agency hiring six roles at once

Applications live in a shared inbox, three account directors interview, and nobody can say which candidate is at which stage without asking.

Six pipelines run in parallel with every director added as a user at no extra cost; stage automations keep candidates informed, and scorecards give a comparable record so the hiring decision is a five-minute review rather than a meeting.

Founder of a 12-person startup making a first key hire

One senior engineering role, no recruiter, no budget for hiring software, and a careers page that is currently a mailto link.

The free Bootstrap plan covers the single active position with a hosted careers page, job board distribution, and resume parsing, and the founder only upgrades when a second role opens.

HR manager at a multi-site restaurant group hiring hourly staff

High application volume, low email response rates, and managers at each location who need to move fast without HR in the loop for every step.

Knockout questionnaires filter applicants automatically, the SMS add-on reaches candidates who never open email, and location-scoped pipelines let each manager run their own hiring while HR keeps EEOC reporting central.

COO replacing a spreadsheet-and-Gmail process before an audit

Hiring records are scattered, demographic data was never collected properly, and there is no retention policy for European applicants.

Every applicant lands in one auditable record with consent captured, retention expiry automated through the GDPR kit, and EEOC data collected separately from the evaluation trail.

Pricing

from Free (Bootstrap, one active position); paid plans from $157 per month billed annually

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.

Plan	Price	Includes
Bootstrap	$0 per month	One active position or candidate pool at a time Unlimited users and unlimited candidates Career site, 50+ job board distribution, resume parsing, GDPR compliance kit A real free ATS rather than a trial, and adequate for a company that hires one role at a time. Candidate visibility is scoped to a rolling recent window.
Startup	$157 per month, billed annually ($189 month to month)	Unlimited active positions Automations, questionnaires, bulk actions, custom domain Interview scheduling, video screening, Slack, email and calendar sync, analytics, EEOC reporting The workhorse tier and the point where Breezy becomes a real system rather than a job poster.
Growth	$273 per month, billed annually ($329 month to month)	Scorecards, interview guides, automated reference checking Employee referral portal, recruiter portal, candidate messenger Multiple pipelines, multiple locations, internal positions, e-signature The tier most multi-manager teams actually need, since scorecards and multiple pipelines live here rather than on Startup.
Business	$439 per month, billed annually ($529 month to month)	Advanced questionnaires, assessment integrations, candidate comparison Custom roles and permissions, tag locking, department lists Offer management, nurture campaigns, HRIS integrations, priority support
Pro	Custom quote only	Everything in Business API access Dedicated account manager The only tier with API access, which is a meaningful constraint for anyone planning to build against Breezy.

Add-ons

Breezy Intelligence credits (From $30 per 100,000 credits): Powers AI drafting, summarization, and candidate scoring; a trial allocation is included.
SMS and text messaging (From $41 per month): Credit-based candidate texting, most useful for hourly and high-volume hiring.
Onboard (From $49 per month): New-hire document collection and onboarding task lists, sold separately from the ATS.
Breezy Perform (Separate subscription): Performance reviews, goals, feedback, and one-to-ones; a small free tier exists for very small teams.
Expert training (Custom): Paid implementation and training engagements.

Billing notes

Users are unlimited on every plan including the free one, so cost never rises because another interviewer joins the panel; this is the central pricing argument for Breezy.
There is no tier between free and $157 per month, which is the sharpest edge in the pricing: a second concurrent job costs the same as twenty.
Annual billing is advertised as two months free, roughly a 17 percent saving against month to month on every paid tier as published August 2026.
AI credits, SMS, and Onboard are metered add-ons on top of the plan fee, so the working monthly cost of an active hiring team runs above the headline tier price.
API access is Pro-only and quote-based, so integration budgets cannot be estimated from the public price list.
Reviewers have reported that Breezy's contract records and invoices can disagree at renewal; confirm the renewal rate in writing before paying an invoice.

Value assessment: 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.

Strengths & limitations

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.
Screening tooling is unusually complete for the price: knockout questionnaires, one-way video, scheduling, scorecards, reference checks, and e-signature in one subscription.
GDPR handling is a first-class feature set rather than a checkbox, with consent, retention expiry, and erasure workflows included at no extra cost.
Job board distribution and sponsored promotion on Indeed and ZipRecruiter are bought inside the product, so advertising does not need a separate account.

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.
Resume parsing accuracy is inconsistent on unusual layouts and multi-column PDFs, and reviewers report needing to correct parsed fields by hand.
Calendar and Google Workspace sync is reported as occasionally inconsistent, which matters most in exactly the workflow it is meant to remove friction from.
It is an employer-side ATS, not an agency recruitment CRM: no client management, placement tracking, or billing.
Ownership sits two levels removed from the product, with Breezy inside Learning Technologies Group, itself taken private by General Atlantic in 2025; roadmap priority for a small ATS inside a learning-technology portfolio is not guaranteed.

Head-to-head comparisons

7 alternatives

Breezy HR vs Recruitee

from Quote only; no public price list. Third-party 2026 reports put the practical entry point in the low hundreds of dollars or euros per month for a small team

The closest structural match: both are pipeline-first, collaboration-oriented ATSs for mid-market employers, and both make it easy to involve hiring managers. Recruitee prices on the number of active job slots with a smaller entry point, which suits a company running two or three openings; Breezy prices flat per company with unlimited positions, which wins the moment you run several roles at once. Recruitee's reporting and its customizable careers-site editor are stronger; Breezy's screening stack (one-way video, questionnaires, reference automation) is more complete out of the box.

Full Breezy HR vs Recruitee comparison

Breezy HR vs Manatal

from $15 per user per month billed annually ($19 monthly) on the Professional plan

Different buyers wearing the same category label. Manatal is built for recruitment agencies and search firms, with client management, AI candidate matching, and per-user pricing that starts very low, so a solo recruiter can run it for the price of a lunch. Breezy is built for an employer hiring for itself and charges per company. If you place candidates at other companies, Manatal; if you fill your own roles with an interview panel, Breezy.

Full Breezy HR vs Manatal comparison

Breezy HR vs Workable

from $299 per month for Standard at 1 to 20 employees; a per-job option at $99 per active job exists but is not shown on the pricing page

Workable is the more capable product and the more expensive one, with stronger sourcing (a large passive candidate database), better reporting, and a broader HR suite around the ATS. Breezy is cheaper, simpler, and self-serve to the end, with unlimited users on every tier where Workable's pricing rises with employee count and adds paid modules. Small teams that want an ATS and nothing else are usually happier on Breezy; teams that need to source proactively and analyze the funnel outgrow it toward Workable.

Full Breezy HR vs Workable comparison

Breezy HR vs JazzHR

from $1,000 per year on the Hero plan (about $83 per month), with monthly billing quoted higher at roughly $99 per month

The most direct price fight in the segment. JazzHR's entry tier is materially cheaper than Breezy's Startup plan and it also charges per company rather than per user, but it limits active jobs on the lower tiers and its interface feels older. Breezy is the better daily experience, with a stronger pipeline UI, native video screening, and better mobile apps. Choose JazzHR on budget and low job volume; choose Breezy on usability and concurrent hiring.

Full Breezy HR vs JazzHR comparison

Breezy HR vs Ashby

from $400 per month (Foundations, companies up to 100 employees)

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.

Full Breezy HR vs Ashby comparison

Breezy HR vs Airtable

from Free for up to 5 editors and 1,000 records per base; paid plans from $20 per seat per month billed annually

A real alternative for the smallest teams, since a homegrown Airtable hiring base costs almost nothing and bends to any process. What it cannot do without significant building is publish to fifty job boards, parse resumes, run a candidate-facing career site, schedule interviews against calendars, or handle GDPR consent and retention. Breezy's free Bootstrap plan removes most of the reason to build the spreadsheet in the first place; Airtable stays the better answer only when the hiring process is genuinely unusual.

Full Breezy HR vs Airtable comparison

Breezy HR vs Calendly

from $0 (Free), then $10 per seat per month (Standard, billed monthly)

Not a competitor so much as the thing Breezy absorbs. Plenty of small companies run hiring on an inbox plus a Calendly link, and that works until several candidates are in flight and nobody can say who is at which stage. Breezy replaces the scheduling link with panel-aware interview scheduling attached to a candidate record, which is why teams that adopt an ATS usually drop the standalone scheduling seat for recruiting; Calendly remains useful everywhere else in the business.

Full Breezy HR vs Calendly comparison

Implementation & onboarding

Setup time: 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: 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.
Onboarding: Self-serve by design: a 14-day trial without a sales call, in-app guidance, an extensive help center, and a large library of job description and interview templates. Paid expert training is available for teams that want configuration done for them.
Migration notes: Candidates can be imported by CSV and resume upload, and pools are the natural landing place for historical applicants. There is no rich migration of stage history or interview feedback from another ATS, so most teams import the active pipeline and archive the old system read-only for its retention period. On the way out, export candidate data before cancelling, and note that API access for a bulk programmatic export exists only on the Pro tier.

Platform, API & security

Platforms: Web applicationiOS appAndroid appBrowser sourcing extensionHosted career site
API: REST API and webhooks, but access is limited to the quote-only Pro plan. Everyone else integrates through Zapier, which covers the common movements of candidate and hire data into other systems.
Compliance: GDPREEOC and OFCCP reportingISO/IEC information security certificationCandidate consent and data retention controls
Data residency: US-hosted platform with GDPR tooling for EU applicant data; confirm processing locations directly if residency is a contractual requirement.
SSO: Single sign-on is available on higher tiers; confirm scope with the vendor for your plan.
Security notes: The GDPR compliance kit is the notable piece: consent capture at application, a customizable privacy notice, automated retention expiry with renewal or deletion prompts, and handling for access and erasure requests, all included rather than sold as a premium module. Tag locking on the Business plan keeps sensitive internal notes out of hiring-manager views.

Support & resources

Channels: Email supportIn-app chatHelp center and knowledge basePriority support on the Business plan
Documentation: A thorough help center covering configuration, integrations, and compliance features, alongside a large public library of job descriptions, interview questions, and HR templates that functions as category education.
Community: No formal user community. The company publishes an active recruiting blog and template library instead, and most peer discussion happens in general HR and recruiting forums rather than a Breezy-specific space.

Company

Founded: 2014
Headquarters: Jacksonville, Florida, United States
Ownership: Owned by Learning Technologies Group, which was taken private by General Atlantic in March 2025
Founders: Darren Bounds
Employees: ~60 (est. 2026)
Funding: Raised a small seed round before being acquired by Learning Technologies Group in April 2019 for approximately $12 million in cash.

Timeline

2014Founded in Jacksonville, Florida by Darren Bounds, previously a technology lead at Taleo, as a pipeline-first alternative to enterprise recruiting suites.
2018Releases the GDPR compliance kit at no extra cost, adding consent capture, privacy notices, and automated retention expiry ahead of the regulation's deadline.
2019Acquired by the London-listed Learning Technologies Group for roughly $12 million in cash, becoming the talent-acquisition piece of LTG's portfolio.
2023Breezy Perform launches as a separate performance management product covering review cycles, goals, feedback, and one-to-ones.
2025Learning Technologies Group is taken private by General Atlantic in a deal valuing it at roughly £802 million, delisting from AIM in March.
2026Breezy Intelligence, the credit-based AI layer for job description drafting, candidate summarization, and scoring, is bundled into trials and sold as an add-on across plans.

Integrations

Indeed
ZipRecruiter
LinkedIn
Glassdoor
Google for Jobs
Google Workspace
Microsoft 365
Slack
Zapier
Checkr
BambooHR
Gusto
Zoom
Microsoft Teams
Google Meet
Namely
ADP
Criteria Corp

Frequently asked questions

13 questions

What is Breezy HR?

Breezy HR is an applicant tracking system for small and mid-sized employers. It posts jobs to a hosted career site and more than fifty job boards, parses incoming resumes into a drag-and-drop candidate pipeline, and handles screening questionnaires, one-way video interviews, scheduling, scorecards, reference checks, offers, and e-signature. It is priced per company rather than per user.

Is Breezy HR free?

There is a permanently free plan called Bootstrap. It allows unlimited users and unlimited candidates but only one active position or candidate pool at a time, and it includes the career site, job board distribution, resume parsing, and the GDPR compliance tools. Paid plans start at $157 per month billed annually.

How much does Breezy HR cost?

Startup is $157 per month billed annually or $189 month to month, Growth is $273 annually or $329 monthly, and Business is $439 annually or $529 monthly. A quote-only Pro tier adds API access and a dedicated account manager. AI credits, SMS, and the Onboard module are priced separately on top.

Does Breezy HR charge per user?

No. Every plan, including the free one, includes unlimited team members. Price is set by the feature tier, not by how many recruiters, hiring managers, or interviewers you add. That is the main reason companies with a distributed interview panel choose it over per-seat competitors.

How many jobs can I post on Breezy HR?

The free Bootstrap plan allows one active position or candidate pool at a time, though you can create unlimited inactive ones and rotate which is live. Every paid plan from Startup upward allows unlimited active positions, so the price does not change with hiring volume.

Does Breezy HR have a free trial?

Yes, 14 days on the paid plans with no credit card required, and the trial includes an allocation of 100,000 Breezy Intelligence AI credits. The evaluation is fully self-serve, with no mandatory demo call before you can use the product.

Who owns Breezy HR?

Learning Technologies Group acquired Breezy in April 2019 for roughly $12 million. LTG was itself taken private by the US growth equity firm General Atlantic in March 2025, so Breezy is now a product inside a private-equity-owned learning and talent group rather than an independent company.

Breezy HR vs Workable: which is better for a small business?

Breezy is cheaper, simpler, and does not charge per user, which suits a small team that wants an ATS and nothing more. Workable is the more capable platform, with a large passive candidate database for sourcing, stronger reporting, and a wider HR suite, at a higher price that scales with employee count. Teams that need to go out and find candidates rather than wait for applications tend to outgrow Breezy toward Workable.

Does Breezy HR integrate with payroll and HRIS systems?

Yes, with BambooHR, Gusto, ADP, Namely, and others, so a hired candidate can be exported into the system of record without rekeying. Note that HRIS integrations are gated to the Business plan, which is a common surprise for buyers on Startup or Growth.

Does Breezy HR have an API?

There is a REST API and webhooks, but access is reserved for the quote-only Pro plan. On the published tiers you integrate through Zapier or the native connectors instead, which covers most routine workflows but not custom development against candidate data.

Is Breezy HR GDPR compliant?

Breezy provides a GDPR toolkit at no extra cost: consent capture at the point of application, a customizable privacy notice, automatic retention expiry that either prompts the candidate to renew consent or deletes their record, and handling for access and erasure requests. As always, the controller obligations remain with you as the employer.

What are the main complaints about Breezy HR?

Reporting is the most consistent criticism: fixed dashboards with no report builder and limited ability to segment pipeline data. Reviewers also mention inconsistent resume parsing on unusual layouts, occasional calendar sync problems, feature requests going unaddressed, and, in at least one documented case, disagreement between contract records and invoices at renewal.

Can Breezy HR be used by a recruitment agency?

It is not designed for one. Breezy is an employer-side ATS with no client management, placement tracking, or billing, so agencies and search firms are better served by a recruitment CRM such as Manatal. Breezy suits a company filling its own roles.

Editorial verdict

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.

Written by the SaaSTracker editorial team. Awards, when shown, are judged against the published criteria in our methodology.