Breezy HR Review — Affordable ATS with Drag-and-Drop Pipeline, Video Screening, and EEOC Compliance for SMBs
Breezy HR is the applicant tracking system designed for small and mid-sized businesses that want a functional ATS without the enterprise complexity or enterprise pricing. The platform's value proposition is straightforward: a drag-and-drop pipeline, built-in video screening, automated scheduling, and EEOC compliance tools, all accessible through an interface that does not require a dedicated recruiting operations team to configure. Breezy serves companies from 10 to 200 employees, with particular strength in organizations where hiring managers and HR generalists run the recruiting process alongside their other responsibilities.
Breezy HR's pricing is its headline in 2026: a free plan for single-position hiring and paid plans starting at $157 per month billed annually ($189 billed monthly), which makes it one of the most accessible ATS platforms for cost-conscious SMBs. My review covers where Breezy's low price buys real capability, where the feature depth falls short of mid-market competitors like Workable and Greenhouse, and whether the platform can scale with a growing company or becomes a tool you eventually outgrow.
The verdict
For a small business, Breezy HR is the best ATS I know that need video screening, pipeline management, and compliance reporting without paying mid-market ATS prices.
The drag-and-drop pipeline is intuitive enough that hiring managers who have never used an ATS understand it within minutes. One-way video screening is built in, so there is no Spark Hire bill or second login to manage. And the EEOC/OFCCP compliance tools on the Startup plan give regulated employers the reporting infrastructure they need without jumping to enterprise pricing.
But Breezy is not Greenhouse. The structured hiring capabilities are basic, the analytics are functional but not strategic, and the integration ecosystem is smaller than what mid-market platforms offer. The career site builder works but produces pages that look like ATS job boards rather than branded employer experiences.
If your company has 10 to 200 employees, hires 5 to 50 people per year, and needs a solid ATS that hiring managers can use without training, Breezy HR delivers excellent value for the price. If you are scaling past 200 employees or need advanced analytics, sourcing tools, or deep structured hiring methodology, you will outgrow Breezy.
Where Breezy HR fits
Who it suits
Breezy HR is best for small and mid-sized businesses with 10 to 200 employees that hire 5 to 50 people per year and need an ATS that hiring managers and HR generalists can use without formal training or dedicated recruiting operations support.
It fits organizations where hiring is a shared responsibility rather than a specialized function: companies that cannot justify the cost or complexity of Greenhouse, Lever, or enterprise ATS platforms but have outgrown spreadsheet-based recruiting.
If your hiring volume exceeds 50 positions per year or you need advanced sourcing, structured hiring methodology, or deep analytics, you will likely outgrow Breezy and should evaluate mid-market platforms.
What it does differently
Breezy HR stands out because it bundles features that most affordable ATS platforms charge extra for (video screening, automated scheduling, EEOC compliance, and a career site) into a single subscription with transparent pricing.
The drag-and-drop pipeline is intuitive. I have seen hiring managers who have never used an ATS understand Breezy's interface within their first session, which is not something I can say about Greenhouse or Lever. The visual pipeline reduces the learning curve that kills ATS adoption at small companies.
The built-in video screening is a meaningful differentiator at this price point. JazzHR and Manatal do not include native video interviews, and the cost of adding a separate video screening tool like Spark Hire or VidCruiter typically exceeds $100 per month.
For SMBs that want a complete recruiting toolkit (pipeline, screening, scheduling, compliance, career site) without assembling a multi-tool stack, Breezy delivers more value per dollar than any competitor in the affordable ATS category.
How it gets bought
Breezy HR sells to small businesses as a flat-priced ATS with unlimited users, and at $157 to $273 per month on annual billing its feature set matches platforms that cost two to three times more.
Companies that have hired without an ATS and lived with lost resumes, missed follow-ups and scheduling chaos get the most from Breezy. They want a structured system without a significant budget commitment.
Teams that need enterprise-grade analytics, structured hiring methodology, or deep integration ecosystems will find Breezy functional but limited. The tool is designed to do the basics well at an accessible price, not to compete with Greenhouse or Ashby on feature depth.
Breezy HR pricing: Bootstrap free plan, Startup, Growth and Business
Breezy HR publishes transparent pricing on its website, which is refreshing for the ATS market. The Bootstrap plan is free and supports one active position at a time: functional for very small businesses with occasional hiring needs. On annual billing, Startup costs $157 per month, Growth $273, and Business $439; monthly billing raises those to $189, $329, and $529, according to Breezy HR's pricing page. A custom-quoted Pro plan sits above Business.
The pricing structure is feature-tiered rather than per-user or per-employee, which means the cost is predictable regardless of team size. This is a significant advantage for growing companies that do not want their ATS cost to scale linearly with headcount. The per-month pricing with no annual commitment on the monthly plan also reduces switching risk.
| Plan | Published price | Annual |
|---|---|---|
| Bootstrap | Free (1 active position) | Not stated |
| Startup | $157/mo billed annually; $189/mo billed monthly | Not stated |
| Growth | $273/mo billed annually; $329/mo billed monthly | Not stated |
| Business | $439/mo billed annually; $529/mo billed monthly | Not stated |
Pricing last checked September 25, 2026. View source
What each Breezy HR plan includes and where the value thresholds fall
The Bootstrap free plan is functional for micro-businesses that hire one person at a time: a single active position with core pipeline management and a basic career site. It is a legitimate free plan, not a trial, which makes it useful for businesses that hire infrequently and want an ATS for the occasional role.
Startup at $157 per month billed annually ($189 monthly) adds unlimited positions, automations, questionnaires, EEOC/OFCCP reports, self-scheduling, and video interviews, the features most SMBs need. Growth at $273 annually ($329 monthly) adds reference checks, interview guides, scorecards, referrals, e-signatures, and up to five locations. Business at $439 annually ($529 monthly) adds assessments, nurture campaigns, custom roles, HRIS integrations, offer approvals, and priority support. API access and a dedicated account manager sit in the custom-quoted Pro plan. For most SMBs, the Startup or Growth plan provides the best value-to-cost ratio.
Breezy HR against JazzHR, Workable and Manatal on cost
Breezy HR's Startup plan at $157 per month billed annually costs more than JazzHR's Hero plan ($1,000 per year billed annually, about $83 per month) and less than Workable Standard, which runs $299 a month on an annual contract. The Growth plan at $273 per month billed annually still undercuts Workable Standard while including video interviews, which Workable sells as a $109 per month add-on.
Manatal at $15 per user per month is significantly cheaper for small teams but lacks the video screening and EEOC compliance features. The free Bootstrap plan gives Breezy an advantage over competitors that require payment from day one: small businesses can start free and upgrade when hiring volume increases.
Breezy HR features: drag-drop pipeline, video interviews, scheduling, and job distribution
Breezy HR drag-and-drop pipeline and candidate management
The visual pipeline is Breezy's primary interface for managing candidates. Jobs appear as boards with customizable stages, and candidates are represented as cards that can be dragged between stages. Each candidate card shows key information (name, source, rating, and stage) at a glance. Clicking a card opens the full candidate profile with resume, application responses, communications, and evaluation data.
Pipelines support bulk actions for high-volume roles: moving multiple candidates between stages, sending batch emails, or tagging groups of candidates. Custom pipeline templates can be saved and reused across similar roles.
Pipeline stage customization and automation triggers. Stages are fully configurable per job or template. Each stage can include automated actions (sending an email, requesting a video response, or notifying a hiring manager) that trigger when a candidate enters. This automation reduces manual follow-up and ensures candidates receive timely communication.
Candidate profile and application management. Candidate profiles aggregate all hiring data (resume, application responses, video recordings, interview notes, scores, and communication history) in a single view. The profile supports tagging, custom fields, and notes from multiple team members. Candidate search supports keyword matching across resumes and application data.
Breezy HR video screening and asynchronous interview tools
The video screening feature enables asynchronous video interviews where candidates record responses to pre-set questions on their own time. Recruiters define the questions, set response time limits, and configure whether candidates can re-record answers. The recorded responses are attached to the candidate profile and can be reviewed by the entire hiring team.
The asynchronous format is particularly useful for initial screening stages where scheduling live interviews for every candidate is impractical. For roles with high applicant volumes, video screening helps hiring teams evaluate communication skills, professionalism, and role fit before committing to live interviews.
Video question configuration and candidate experience. Recruiters create custom question sets per role with configurable preparation time and response duration limits. Candidates access the video interview through a branded link that works on desktop and mobile browsers without requiring software installation. The candidate experience is straightforward: instructions, practice question, then recorded responses.
Team review and collaborative evaluation of video responses. Video responses are viewable by all team members with access to the job. Reviewers can add ratings and comments directly on each video response, and the aggregate feedback appears on the candidate profile. This collaborative review eliminates the need for live panel screenings at the initial evaluation stage.
Breezy HR automated scheduling and calendar integration
The scheduling module integrates with Google Calendar and Microsoft Outlook to check interviewer availability and coordinate interview times. Candidates receive self-scheduling links with available time slots based on interviewer calendars. Automated confirmations and reminders go to both parties, reducing no-show rates.
For small teams without dedicated scheduling coordinators, the self-scheduling feature eliminates the most time-consuming operational task in recruiting: the back-and-forth email chains required to find mutually available times.
Self-scheduling and candidate time slot selection. Candidates click a scheduling link and choose from available slots that reflect real-time interviewer calendar availability. The interface supports time zone detection and displays slots in the candidate's local time. Once a time is selected, calendar events are created automatically for all participants.
Scheduling automation within the pipeline. Scheduling can be triggered automatically when candidates enter a specific pipeline stage. This means advancing a candidate to the 'Interview' stage can automatically send the scheduling link, keeping the process moving without manual intervention from the recruiter or hiring manager.
Breezy HR EEOC and OFCCP compliance and reporting
The compliance module on every paid plan includes EEOC and OFCCP reporting tools that automate demographic data collection during the application process. Self-identification surveys are embedded with proper legal language, voluntary participation disclosure, and opt-out options. The data is stored separately from candidate evaluation data to prevent bias.
Compliance reports are generated in the format regulators require, which is particularly useful for federal contractors and companies in regulated industries that must demonstrate hiring process compliance.
Self-identification survey configuration. The survey captures gender, race/ethnicity, veteran status, and disability status through standardized questions that comply with EEOC requirements. The survey is presented as a voluntary step in the application process with clear language about how the data will be used. Candidate responses are not visible to hiring managers or interviewers.
Compliance report generation and audit preparation. Reports aggregate demographic data across jobs, departments, and time periods in formats that meet EEOC and OFCCP requirements. The reports help employers demonstrate that their hiring process does not produce adverse impact against protected groups. For companies preparing for audits, the automated reports replace manual spreadsheet tracking.
Breezy HR career site and job distribution
The career site builder creates a branded job listing page with the company logo, description, and open positions. Jobs posted in Breezy are automatically distributed to major job boards including Indeed, LinkedIn, Glassdoor, and ZipRecruiter. The career site is mobile-responsive and indexed by search engines.
Application forms are customizable per job with the ability to add screening questions, file upload requirements, and custom fields. The application experience is designed to be mobile-friendly, recognizing that many candidates apply from mobile devices.
Job board distribution and multi-channel posting. Breezy distributes job postings to over 50 job boards through a single submission. Premium job board postings (featured listings on LinkedIn or Indeed) are available as add-on purchases through the Breezy interface. Source tracking attributes each applicant to the channel they came from.
Application form customization and screening questions. Each job can include custom application questions with various response types: text, multiple choice, file upload, and video response. Screening questions can be configured as knockout criteria that automatically disqualify candidates who do not meet minimum requirements, saving time on manual resume review.
Breezy HR integrations and third-party tool connectivity
Breezy integrates with common business and HR tools including Slack, Google Workspace, Microsoft 365, BambooHR, Gusto, and Zapier. The Zapier integration extends connectivity to hundreds of additional tools through automated workflows. Job board integrations cover the major platforms for candidate sourcing.
The API, included in the custom-quoted Pro plan, supports custom integrations for organizations with specific tech stack requirements, though the API is not as extensively documented as enterprise ATS platforms.
HRIS and payroll integrations for new-hire data. Integrations with BambooHR and Gusto enable automatic transfer of new-hire data from the ATS to the HRIS or payroll system when a candidate is marked as hired. This eliminates manual data re-entry for small teams that use these tools for employee management.
Zapier connectivity for extended automation. The Zapier integration allows Breezy to connect with hundreds of tools that do not have native integrations. Common automations include posting new jobs to Slack channels, adding hired candidates to onboarding tools, and syncing candidate data with CRM platforms. This extensibility compensates for the smaller native integration library.
Breezy HR pros and cons: pipeline, video screening, compliance, and analytics limits
Strengths
Breezy HR drag-and-drop pipeline makes ATS adoption easy for non-recruiters
The visual pipeline is Breezy's core user experience advantage. Candidates appear as cards on a Kanban board, and moving them between stages is a drag-and-drop action. This visual approach makes the hiring process tangible for hiring managers who have never used an ATS and removes the learning curve that prevents adoption at small companies.
Pipelines are customizable per job, so a sales role can have different stages than an engineering role. Each stage can include required actions (questionnaire completion, video screen, reference check) that trigger when candidates enter.
For teams where ATS adoption is the primary challenge, Breezy's pipeline design solves the problem that matters most: getting people to actually use the tool.
Breezy HR one-way video screening replaces a separate video interview subscription
The video screening feature allows recruiters to send candidates a set of pre-recorded questions, and candidates record their responses on their own time. This asynchronous format eliminates scheduling complexity for initial screening and allows hiring teams to review candidate responses whenever it fits their schedule.
The recorded responses are attached to the candidate profile in the pipeline, which means everyone on the hiring team can review them without coordinating a live interview. This is particularly useful for remote-first companies where coordinating live video calls across time zones adds friction.
At Breezy's price point, the built-in video screening saves the $100 to $200 per month that a standalone video interview tool would cost, which matters for budget-conscious SMBs.
Breezy HR transparent pricing removes the budget guesswork that plagues ATS evaluation
Breezy publishes specific pricing on its website: $0, $157, $273 and $439 per month billed annually ($189, $329 and $529 billed monthly), with clear feature breakdowns per plan. This transparency is unusual in the ATS market, where most vendors require sales conversations for pricing. For small business leaders who are evaluating tools on a budget, knowing the cost before engaging sales is a meaningful time saver.
The free Bootstrap plan provides a genuine starting point for micro-businesses, and the feature-tiered pricing means the cost does not increase when you add team members.
For companies running structured procurement with defined budget thresholds, Breezy's published pricing allows qualification or disqualification before investing time in demos.
Breezy HR EEOC and OFCCP compliance reporting provides regulatory coverage at an SMB price
Every paid plan, starting with Startup, includes EEOC and OFCCP compliance reporting tools that automate demographic data collection and generate the reports that federal contractors and regulated employers require. This compliance coverage is typically found only in mid-market and enterprise ATS platforms.
The self-identification surveys are embedded in the application process with proper legal language and opt-out options. Reports aggregate the data in the format regulators expect.
For SMBs that are federal contractors or operate in regulated industries, the compliance tools eliminate the spreadsheet-based tracking that creates audit risk. This is a genuine differentiator over JazzHR and Manatal, which do not include comparable compliance features.
Breezy HR automated scheduling reduces the coordination overhead that slows small team hiring
The scheduling feature integrates with Google Calendar and Outlook to check availability and allows candidates to self-schedule from available time slots. Automated reminders go to both interviewers and candidates, reducing the no-show rate that wastes time for small teams.
For companies without a recruiting coordinator, the self-scheduling feature effectively automates a task that would otherwise require multiple emails per candidate.
The scheduling works within the pipeline: when a candidate reaches the interview stage, the system can automatically send the scheduling link, which keeps the process moving without manual intervention.
Breezy HR career site builder provides employer presence without custom development
The career site builder creates a branded job listing page that hosts open positions with the company logo, description, and application forms. The page is mobile-responsive and optimized for job board indexing.
While the career site is not as customizable as Pinpoint's or as polished as Greenhouse's, it provides a professional employer presence for companies that previously directed candidates to generic job board listings or email inboxes.
For SMBs that do not have the budget for a custom career page, Breezy's builder provides a functional solution that is significantly better than no career page at all.
Limitations
Breezy HR analytics are functional but do not provide strategic recruiting insights
The reporting covers basic metrics (pipeline activity, time-to-fill, source tracking, and candidate volume) but lacks the depth that mid-market platforms offer. There is no interviewer calibration, no pipeline forecasting, and no custom dashboard building beyond the standard report views.
For HR generalists who need to show basic hiring metrics to leadership, the reports are adequate. For recruiting leaders who want to optimize the hiring process based on data, the analytics are a limitation.
Teams that outgrow Breezy typically cite analytics as one of the reasons: the tool handles day-to-day recruiting operations well but does not provide the data infrastructure for strategic talent acquisition.
Breezy HR structured hiring tools are minimal compared to Greenhouse or Ashby
Breezy includes basic scorecards and evaluation forms, but the structured hiring capabilities are lightweight. There is no interview kit system, no interviewer calibration tracking, and no prescriptive hiring methodology built into the workflow.
For companies that want to implement structured interviews with standardized evaluation criteria, Breezy's tools support the basics but do not enforce the methodology the way Greenhouse does.
Teams that prioritize consistent, bias-reducing hiring processes will find Breezy adequate for simple evaluation tracking but insufficient for rigorous structured hiring implementation.
Breezy HR integration ecosystem is smaller than mid-market ATS competitors
Breezy integrates with common tools (Slack, Google Workspace, BambooHR, LinkedIn, Indeed) but the integration library is smaller than Greenhouse's 500-plus ecosystem or Workable's extensive marketplace. Niche assessment tools, specialized background check providers, and industry-specific HR platforms may not have pre-built Breezy integrations.
API access is only available on the custom-quoted Pro plan, which means custom integrations require Breezy's top tier and a sales conversation.
For companies with simple tech stacks, the standard integrations are sufficient. For organizations that use specialized recruiting or HR tools, integration gaps may require workarounds.
Breezy HR career site builder produces functional pages but not branded employer experiences
The career site builder creates a job listing page with basic branding (logo, colors, company description) but it lacks the rich media support, team spotlights, and custom layouts that Pinpoint or Greenhouse's career tools offer.
The resulting pages look like ATS job boards rather than employer brand destinations. For companies where career page quality influences candidate perception, the career site may need to be supplemented with a custom page on the company website.
For SMBs that just need a functional place to list jobs, the career site works well. For companies investing in employer branding, it is a starting point rather than a solution.
Breezy HR scalability becomes a concern as companies grow past 200 employees
Breezy is designed for SMB hiring workflows, and the platform's limitations become apparent as companies scale. The lack of advanced permissions, limited automation capabilities, and basic reporting make it harder to manage recruiting complexity at scale.
Multiple G2 reviewers note that they initially loved Breezy for its simplicity but outgrew it as their hiring volume increased past 50 to 75 positions per year. The transition to a mid-market ATS typically happens when the team needs more structure, analytics, or integration depth.
For companies with growth trajectories that will take them past 200 employees within two years, evaluating a mid-market ATS from the start may avoid a costly migration.
Breezy HR lists four plans: Bootstrap is free for one open job, Startup is $157, Growth $273 and Business $439 per month billed annually ($189, $329 and $529 monthly). Video screening is built in, and EEOC and OFCCP reporting starts on Growth. Scorecards are basic, so companies wanting structured interview kits usually look at Greenhouse or Ashby. More options at this price are in our guide to small business recruiting software.
Breezy HR evaluation checklist, trial guidance, and buying motion for SMBs
Breezy's 14-day trial and free Bootstrap plan let you test the pipeline, video screening and job board posting on a live role. Use that time to check whether it will still fit when you hire three times as many people.
- Start with the free Bootstrap plan before committing to a paid subscription. Breezy's free plan is functional for single-position hiring. Use it to evaluate the pipeline interface, application workflow, and candidate management experience before spending money. If your hiring managers find the interface intuitive and adopt it without training, that is a strong signal that the tool will stick. If the free plan feels too limited, the 14-day trial on paid plans lets you test the full feature set.
- Compare the Growth plan against Workable Standard for your specific feature requirements. Breezy Growth at $273 per month and Workable Standard at $299 per month, both billed annually, are the closest competitive match. List the features that matter most, such as video screening, EEOC compliance, pipeline automation, and integrations, and map which plan includes each. Breezy includes video interviews natively while Workable sells them as a $109 per month add-on, which changes the total cost comparison. Make the comparison based on your actual requirements rather than feature count.
- Evaluate whether your company will outgrow Breezy within 18 to 24 months. If your growth plan involves scaling from 50 to 300 employees in the next two years, you may outgrow Breezy before the investment pays off. In that scenario, starting with a mid-market ATS like Workable or Ashby avoids a costly migration. If your company is stable at 50 to 150 employees with moderate hiring volume, Breezy provides excellent value for that steady state.
- Test the video screening feature with real candidates during the trial period. The built-in video screening is a key differentiator: make sure it works well for your roles and candidate population. Send test video screen invitations and evaluate the candidate experience, response quality, and team review workflow. If video screening is not part of your hiring process, the feature loses its differentiation value and cheaper alternatives like JazzHR become more competitive.
How we evaluated Breezy HR
Rajat worked through Breezy HR directly. Every figure below was checked against Breezy HR's published pricing on September 25, 2026. Follow the link and check it yourself — if the vendor has moved since, that date tells you how stale this page is.
Plans as published
| Plan | List price |
|---|---|
| Bootstrap | Free (1 active position) |
| Startup | $157/month billed annually ($189 billed monthly) |
| Growth | $273/month billed annually ($329 billed monthly) |
| Business | $439/month billed annually ($529 billed monthly) |
Trial: Free Bootstrap plan (1 position). 14-day full-feature free trial, no credit card required.
What the list price doesn't cover
Premium job board postings are additional charges beyond the subscription
Breezy distributes job postings to free job boards automatically, but featured or sponsored listings on Indeed, LinkedIn, and other premium boards require additional payment through the Breezy interface. These costs vary by platform and listing type but can add $200 to $500 per month for active recruiters promoting multiple positions. The subscription covers the ATS and free job distribution, but premium sourcing channels are pay-per-post.
The free plan's single-position limit forces upgrades faster than expected
The Bootstrap plan's one-active-position limit sounds workable in theory but becomes limiting quickly. If you need to hire for two roles at once, or an unexpected vacancy opens while you are mid-process on another hire, you have to upgrade to Startup at $157 per month billed annually or $189 month to month. Many companies start on Bootstrap intending to stay free and upgrade within their first quarter. Budget for Startup from the beginning unless your hiring is truly sequential and predictable.
What we'd confirm on a demo
Use the free Bootstrap plan or 14-day trial before committing to a paid plan
Breezy's free plan and 14-day full-feature trial give you risk-free ways to evaluate it. The trial needs no credit card and includes 100,000 Breezy Intelligence AI credits. Start with Bootstrap if you have a current opening to test with real candidates. If you need to test paid features like video interviews, automations, and scorecards, use the trial. It is long enough to run a real hiring process and see whether hiring managers adopt the platform.
Determine whether video screening justifies the Breezy premium over cheaper alternatives
Built-in video interviews are what sets Breezy apart at the Startup price point. If your hiring process includes video screening as a standard step, Breezy can save you the cost of a separate video tool; Workable, for comparison, charges $109 per month for its video add-on. If video screening is not part of your process, that advantage disappears and cheaper options like JazzHR become more competitive. Test the video feature with real candidates during the trial.
Confirm whether you need scorecards and e-signatures before choosing between Startup and Growth
The $116 per month jump from Startup ($157 billed annually) to Growth ($273) buys scorecards, interview guides, reference checks, referrals, and e-signatures. EEOC/OFCCP reporting and automations are already in Startup. If you do not run structured interviews or send e-signed offers from the ATS, Startup likely covers everything you need. Do not pay for Growth features you will not use.
Frequently asked questions on Breezy HR plans, video screening and SMB hiring
Is the Breezy HR free plan sufficient for a small business that hires infrequently?
The free Bootstrap plan supports one active position at a time with core pipeline management and a basic career site. For micro-businesses that hire one or two people per year, the free plan is fully usable: it provides an ATS for each hiring cycle without any cost. The limitation is that you can only have one open position at a time, so if you need to hire for multiple roles simultaneously, you will need to upgrade to the Startup plan at $157 per month billed annually ($189 billed monthly). For occasional hiring, the free plan is one of the best no-cost ATS options available.
How does Breezy HR's video screening compare to standalone video interview tools?
Breezy's built-in video screening covers asynchronous video interviews (pre-recorded questions with candidate-recorded responses), which is the most common video screening format for initial candidate evaluation. Dedicated video platforms such as Spark Hire or VidCruiter add capabilities like live video interviews, AI-powered video analysis, and advanced candidate comparison. For most SMBs using video as a first-round screening tool, Breezy's native feature is sufficient and eliminates the $100 to $200 per month cost of a separate tool. If live video interviews or AI analysis are requirements, a standalone tool is necessary.
Does Breezy HR include EEOC compliance features on all plans?
Not on the free plan. EEOC and OFCCP reports are included on every paid plan, starting with Startup at $157 per month billed annually ($189 billed monthly). The free Bootstrap plan does not include compliance reporting. For federal contractors or companies in regulated industries that need EEOC tracking, Startup is the minimum tier that covers it, so compliance-driven buyers do not need to pay for Growth or Business to get these reports.
Can Breezy HR handle recruiting for a company growing past 200 employees?
Breezy can technically handle recruiting at any company size, but the platform's feature depth becomes a limitation as companies scale past 200 employees. The analytics are basic, the structured hiring tools are lightweight, the integration ecosystem is limited, and advanced permission controls are only on the Business tier. Most companies that outgrow Breezy do so when they need strategic recruiting analytics, advanced sourcing tools, or deep structured hiring methodology. If your growth trajectory will take you past 200 employees within two years, evaluate whether starting with a mid-market ATS avoids a future migration.
How does Breezy HR pricing compare to JazzHR for small business ATS needs?
JazzHR's Hero plan ($99 per month billed monthly, or $1,000 per year billed annually) is cheaper than Breezy's Startup plan ($189 per month billed monthly, or $157 per month billed annually), but JazzHR does not include built-in video screening, automated scheduling, or EEOC compliance tools. When you add the cost of standalone tools for those features, the total cost often exceeds Breezy's subscription. Breezy also offers a free plan that JazzHR does not match. For SMBs that need basic ATS functionality at the lowest price, JazzHR is cheaper. For teams that value video screening, scheduling automation, and compliance, Breezy provides better overall value.
Does Breezy HR integrate with BambooHR for new-hire data transfer?
Yes. Breezy HR integrates with BambooHR to transfer new-hire data from the ATS to the HRIS when a candidate is marked as hired. The integration syncs core employee data (name, contact information, role, department, start date) to create the employee record in BambooHR without manual data re-entry. For SMBs that use BambooHR as their HRIS, this integration ensures a smooth handoff from recruiting to employee management. The integration is available on all paid plans.
What is the main reason companies switch away from Breezy HR?
The most common reason companies switch from Breezy HR is growth. As organizations scale past 200 employees and hiring volume increases, the limitations in analytics, structured hiring tools, and integration depth become more apparent. The typical migration path is to a mid-market ATS like Workable, Greenhouse, or Ashby. Other reasons include the need for advanced sourcing capabilities, deeper DEI analytics, or enterprise-grade security and compliance features that Breezy does not offer. Companies that stay on Breezy long-term are typically stable SMBs with consistent hiring volumes.
Alternatives worth comparing
Breezy's basic analytics and thinner sourcing tools start to pinch once hiring volume grows. These alternatives cover those gaps at different price points.
| Product | Pricing model | Free trial | Why buyers shortlist it |
|---|---|---|---|
| Pinpoint | Custom quote | Not stated | Pinpoint is the applicant tracking system designed specifically for in-house recruiting teams that want their ATS to strengthen their employer brand rather than undermine it. |
| Gem | Tiered pricing | Not stated | Gem is a talent CRM for recruiting teams, with sourcing sequences, pipeline analytics and Gmail and LinkedIn tools, sold alongside your ATS or as an all-in-one. |
| Manatal | Per-user pricing | Yes | Manatal is the AI-powered recruiting platform at $15 per user per month with candidate recommendations and social media enrichment. Best for small teams that want AI-assisted recruiting at the lowest per-user cost. |
| ClearCompany | Custom quote | Not stated | ClearCompany is a talent management suite for mid-sized companies, combining an ATS, onboarding, performance reviews and engagement surveys. |
| Zoho Recruit | Tiered pricing | Yes | Zoho Recruit is an applicant tracking system for corporate HR teams and staffing agencies, with a free plan and close ties to other Zoho apps. |
Head-to-head comparisons
- Breezy HR vs Workable
Breezy and Workable both cover the core ATS workflow — pipelines, job posting, candidate messaging — but their pricing structures diverge more than their feature lists do. Breezy's paid tiers run $157 to $439 per month billed annually ($189 to $529 billed monthly), with a free plan for one open position; Workable's run $299 to $719 per month billed annually for companies with up to 20 employees, and rise with headcount. At matched tiers, Breezy is consistently the cheaper of the two — the question is whether Workable's larger integration library and reporting depth are worth the premium for your hiring volume.
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