Breezy HR vs Workable: a clearer hiring process.

A complete quote starts with the scope.

Checked September 20, 2026. These published USD subscription benchmarks exclude separately priced options and are not equivalent feature bundles.

Bootstrap allows one active position or candidate pool and access to candidates added in the last 30 days. Custom scorecards start at Growth. Confirm AI credits, messaging, onboarding, migration and support separately.

Company headcount and package selection affect the quote. HR is an optional package; do not treat the Recruiting price as the full Recruiting + HR bundle. Standard also has monthly billing. Active jobs are subject to fair usage limits.

Use identical headcount, hiring volume, interviewers, contract term and required features. Annual monthly equivalents are not month-to-month prices. Ask for the full first-year cost and renewal terms.

Fit: how each one is scoped and sold

Breezy starts free on Bootstrap with one active position or candidate pool, unlimited users, a career portal, job board distribution and resume parsing, then moves to Startup, Growth and Business tiers. Workable sells Standard, Premier and Enterprise, with the quoted price driven by your company employee count and a fifteen-day Standard trial as the way in.

Both are recruiting suites, and HR or payroll capability sits beside the recruiting subscription rather than inside it. Workable sells HR as optional packages; neither product should be read as a US payroll calculation engine. If your shortlist question is really about payroll, that is a separate evaluation.

• Breezy: free Bootstrap for one position, then Startup, Growth and Business tiers.
• Workable: Standard, Premier and Enterprise, priced on company employee count.
• Both are recruiting suites; HR and payroll are separate packages or systems.

Supporting reference

Interview feedback: availability, visibility and edits

Workable puts interview kits on all plans, attachable at the phone screen, assessment and interview stages, with consistent questions, rated criteria and notes. Participants generally submit their own evaluation before seeing others, with Super Admin and Recruiter exceptions. Breezy's scorecards are created by an administrator on Growth, Business and Pro, using custom criteria plus notes.

Chasing and changing feedback differ too. In Breezy, managers view the team's scorecards and request what is missing through reminders or stage actions, and the candidate score averages the team's overall ratings, which is a summary rather than a validated prediction. Editing Breezy scorecard settings removes existing feedback in custom sections, so changes belong on a test record. In Workable, paper notes from a printed kit have to be entered manually to be saved.

• Kits on all Workable plans; Breezy scorecards start at Growth and above.
• Workable generally hides peer feedback until you submit; Breezy managers view team scorecards.
• Breezy scorecard edits clear custom-section feedback; Workable paper notes need manual entry.

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Before you request a quote from either vendor

The two price structures answer different questions, so a side-by-side figure is not an equivalent-feature claim. Workable is quoted against your company employee count, with texting, video interviews and assessments as Standard add-ons that Premier includes. Breezy tiers are billed annually or monthly, with add-ons scoped separately. Write down the feature list you need first, then ask each vendor to price exactly that list.

Two scope questions decide more than the number. On Breezy, confirm whether Bootstrap's one active position and thirty-day candidate data access fit your hiring rhythm, and remember that downgrading removes custom pipelines immediately. On Workable, confirm what fair use means for unlimited active jobs and which HR package each feature you want belongs to.

• Price the same feature list at both vendors; a cheaper tier is not the same tier.
• Ask Workable about fair use limits and which package each feature sits in.
• Ask Breezy about Bootstrap scope, thirty-day data access and downgrade effects.

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One vacancy, two demos, the same worksheet

Give both vendors the same fictional customer support vacancy, with a recruiter, a hiring manager and two interviewers, and the same job-related criteria agreed before either call. Watching the identical hire twice is what makes the differences visible; a feature tour never will.

In each demo, leave one interviewer's feedback unsubmitted and see how it gets chased, reschedule an interview, sign in with the most limited role a manager would hold, revise one criterion on a test copy rather than a live record, and confirm who owns the offer and who takes the onboarding handoff. Record both in the shared demo worksheet below, then prepare the first-week onboarding plan.

• Same vacancy, same four participants, same criteria at both demos.
• Test missing feedback, a reschedule, a limited role and a test-copy criterion edit.
• Name the offer owner and the onboarding recipient before the call ends.

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What a customer experience can reveal.

“keep applicant information in one place”

Verified User in Mental Health Care · Small-business reviewer (50 or fewer employees) · August 20, 2026

Incentivized · G2 invite on behalf of seller. The reviewer values the organized hiring pipeline and team collaboration, while asking for more flexible reporting and administrative controls.

Ask in your demo: Can the recruiter and hiring manager see the same candidate history and the next responsible owner?

Read the original G2 review

Explore this HR pain point

“help keep feedback structured and consistent across interviewers”

Sherlynne D. · Talent Acquisition Specialist || · August 11, 2025

Incentivized · Seller invite. The reviewer describes scorecards and evaluation forms positively and asks for more flexible conditional automation. An additional July 15, 2026 date appears on the review. This individual account does not establish objective or unbiased hiring outcomes.

Ask in your demo: Can each interviewer submit job-related evidence, and can the manager identify whose feedback is still missing?

Read the original G2 review

Explore this HR pain point

Selected individual experiences, not a representative survey or evidence of measured results. We have not tested customer accounts.