Breezy HR review: keep candidates moving.

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.

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.

Where the vacancy lives, and what the free plan covers

Breezy's free Bootstrap plan covers one active position or one candidate pool and includes unlimited users, a career portal, job board distribution and resume parsing. That scope fits a single support opening, and unlimited seats mean the hiring manager and both interviewers can work inside the same record as the recruiter rather than reading forwarded resumes.

Two limits shape the handoff. Bootstrap gives access to candidate data added in the last thirty days, so an older applicant pool is not something to build a process around there. Downgrading to Bootstrap also removes custom pipelines immediately, which matters when your stage names are the status everyone reads. Paid Startup, Growth and Business tiers are billed annually or monthly, with add-ons scoped separately from the plan; the figures sit in the table on this page.

• Bootstrap allows one active position or candidate pool, with unlimited users included.
• Career portal, job board distribution and resume parsing are part of the free tier.
• Custom pipelines are removed immediately on downgrade, so map your stages before switching plans.

Supporting reference

Scorecards: turning four opinions into comparable feedback

Scorecards are where interview feedback becomes something a manager can act on. An administrator creates them on Growth, Business and Pro plans, defining custom criteria alongside a notes field, so each interviewer answers the same job-related questions instead of writing free-form impressions in a chat thread.

Hiring managers can view the team's scorecards for a candidate and chase what is missing, either through feedback reminders or through stage actions. Breezy also shows a candidate score that averages the team's overall ratings; read it as a summary of the opinions collected, not a validated prediction of job success. One caution for administrators: editing scorecard settings removes existing feedback held in custom sections, so rehearse any change on a test record rather than on a live pipeline.

• Admins build scorecards with custom criteria and notes on Growth, Business and Pro.
• Managers view team scorecards and request missing feedback via reminders or stage actions.
• The candidate score averages overall team ratings; it is not a validated success predictor.

Supporting reference

Assistive features: what to verify before you rely on them

Breezy positions AI-assisted capabilities across its platform, and add-ons are scoped separately from the plan tiers. We have not verified how any specific assistive feature behaves, so treat this as a question list rather than a finding: ask which steps are assisted, what candidate data the feature reads, whether its output is stored on the candidate record, and which administrator can switch it off.

Keep the decision with people. Ask the vendor to show the point where a human reviews job-related evidence before a candidate advances or is declined, and check that the candidate score, being an average of team ratings, is presented as input rather than a verdict. Agree which actions require approval before enabling any automation.

• Ask which steps are AI-assisted, what data they read, and who can disable them.
• Require a human review of job-related evidence before any advance or decline.
• Confirm assistive output is labeled on the record and separate from interviewer ratings.

Supporting reference

A demo script built on one support vacancy

Use one fictional vacancy for the whole demo: a customer support opening staffed by a recruiter, a hiring manager and two interviewers. Agree the job-related criteria before anyone logs in, then ask the vendor to run that vacancy through the product while you watch the handoff points rather than the feature tour.

Work through the awkward moments: an interviewer who has not submitted feedback, an interview that must be rescheduled, a limited role checking what it can and cannot see, and one criterion revised on a test copy of a scorecard so nobody loses live feedback. Finish by naming who owns the offer and who receives the onboarding handoff. Use the shared demo worksheet below to record the evidence and outstanding questions.

• Run one support vacancy with four named participants and criteria agreed in advance.
• Test missing feedback, a reschedule, limited-role visibility and a test-copy criterion edit.
• Close the demo by naming the offer owner and the onboarding handoff recipient.

Supporting reference

What a customer experience can reveal.

Customer reviews on

4.4/5

695 reviews

Read reviews on G2 Breezy HR listing

G2’s overall product rating · Checked September 20, 2026

About this rating

Overall product aggregate observed on the live G2 listing. It is not our test score or a rating of a specific plan. Selected individual excerpts do not constitute a representative review sample.

Source: G2.com, Inc. Ratings and review counts can change.

Explore customer voices by HR problem

“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

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