Breezy HR puts job creation, candidate screening, and applicant tracking into a visual hiring pipeline. In my test, I created an engineering position, configured application settings, and submitted a resume through the careers page to see how the process worked.
The tool also includes AI-assisted job descriptions and candidate evaluation, although the demo account’s company-verification status prevented me from sending an interview email. The setup starts with a business email address and a position in the dashboard.
Signing In and Finding Your Recruiting Workspace
Breezy HR required a business email address during signup. The signup process didn’t accept a personal email address, so that requirement comes before any job setup.
After signing in, I found the dashboard lighter in appearance than Manatal, the recruiting tool I’d reviewed previously. The left-side navigation included Positions and Pools and Candidates, which are the main areas used during this walkthrough.
Breezy HR’s visual pipeline is also one of the distinctions covered in our Manatal alternatives comparison. Here, I started in Positions and Pools and selected the plus sign to create a position.
Creating an Engineering Position
Location and remote-work settings
I entered Engineer as the position title and left the department field optional. For the location, I selected the United States, Texas, and Waco.
The setup also asked whether the position had a remote option. I selected yes, added Waco as the primary location, and marked the position fully remote. I didn’t add location instructions.
Job requirements and publication timing
Next, I entered the employment details. The example used a full-time role in the Development category, with a bachelor’s education requirement and an associate-level experience selection.
These were the main settings used in the demo:
| Setting | Demo selection |
|---|---|
| Position title | Engineer |
| Department | Optional |
| Primary location | Waco, Texas, United States |
| Remote option | Fully remote |
| Employment type | Full-time |
| Category | Development |
| Education | Bachelor’s degree |
| Experience level | Associate |
| Salary | $75,000 per year in U.S. dollars |
The location and remote settings were separate parts of the setup, so the example retained Waco while also allowing fully remote work.
Breezy HR also showed a publication schedule. I selected October 4 at 3 p.m., which meant the position wouldn’t immediately accept applications.
Adding the Job Description and Application Form
Choosing a description instead of generating one
The job-description step offered two routes: enter a description or use the AI writing tool. I chose a system security engineer description rather than generating one with AI.
The credit requirement matters here:
Breezy HR’s AI job-description tool uses credits each time it runs.
That makes the writing option separate from simply entering a description you already have.
For related drafting work, our Free AI Tools include writing support for email subject lines and resume bullets.
Controlling how candidates apply
The application settings allowed public applications through the careers page and third-party job boards. The same screen also offered internal and unlisted position options.
For this test, I enabled public applications and reviewed the fields candidates would see. The form distinguished between required information, optional information, and disabled fields.
| Application setting | Fields used in the demo |
|---|---|
| Required | Name, email address, resume upload |
| Optional | Phone number, experience summary, cover letter |
| Disabled | Address, desired salary, preferred location |
The form required the basic information and resume needed for the test without requiring every available field.
I also selected the option to include experience responses in the candidate profile. In addition, the setup displayed a position-specific email address for candidates who wanted to apply by email.
Configuring Pipeline Stages and Automated Messages
Reviewing the default pipeline
Breezy HR opened a default recruiting pipeline with stages for applications, feedback, interviews, offers, and disqualification. The setup also included an Add Stage option, so the workflow wasn’t limited to the initial stages.
I then opened the stage-action settings. These controls connected a candidate’s pipeline stage with an action, such as sending an email or SMS.
That visual structure is the part of Breezy HR that stood out during the walkthrough: the position setup and candidate handoffs appeared in the same recruiting workflow.
Setting interview and rejection actions
For the interviewing stage, I selected an interview message template. The settings included a sender name, a no-reply email address, and an option to avoid sending messages at night or on weekends.
The delay choices included immediate delivery and several timed delays. I chose two days for the example, then saved the changes.
Next, I opened the disqualified stage and configured a rejection email action using a template.
These were demonstration settings, not a fixed recruiting process. The walkthrough showed where a recruiter could adjust the stages, templates, and timing to match their own workflow.
Using AI Screening Criteria and Score-Based Routing
Building criteria from the job description
The screening step showed criteria for evaluating candidates, including skills and role alignment, education, and quantifiable achievements. These criteria could be marked as requirements.
Instead of leaving the initial criteria unchanged, I selected the option to create them from the job description. Breezy HR replaced the starting criteria with requirements tied to the system security engineer description.
The resulting criteria could then be reviewed and edited. During the demo, I removed an item I didn’t need.
Connecting a score to a pipeline stage
The screening setup also allowed score-based movement between stages. I used 87 as an example threshold and selected interviewing as the destination.
This connected the evaluation settings to the pipeline configured earlier. A qualifying application could move to interviewing rather than stay in the initial application stage.
The screen also included a resume-originality auditing option.
Our AI recruiting tools comparison covers this combination of visual pipelines and candidate evaluation support. As that comparison explains, AI rankings and screening results still need human review against the job’s requirements.
Adding the Hiring Team and Activating the Position
Assigning recruiting roles
Before completing the position, I reviewed the hiring-team settings. My account appeared as a team member, and I assigned myself the hiring-manager role.
The setup also offered a way to add external recruiters. That option separates people outside the organization from the internal team involved in the position.
Opening a scheduled position for testing
I saved the position with its October 4 activation date. When I opened the careers page before that date, the position appeared closed because its scheduled publication time hadn’t arrived.
To continue the demonstration, I returned to the position controls and activated it. I then opened the advertising area and visited the live careers page.
The schedule affected the applicant-facing page:
Saving a position with a future activation date didn’t make it immediately available for applications. I had to activate it early to run the test.
Submitting a Test Application
With the position active, I opened the careers page and selected the application option. I uploaded a resume I’d used previously, then submitted the form.
After returning to Breezy HR, I opened the applicants area. The new application appeared there, which confirmed that the careers-page submission had reached the recruiting workspace.
This was a useful part of the test because it went beyond configuring a job. It showed the actual handoff between the public application form and the internal applicant record.
Reviewing the Candidate Record and Email Controls
Checking verification and the resume
The candidate record showed whether the applicant had verified their email address. The applicant could complete that step through the verification message in their inbox.
I also opened the resume controls. Breezy HR provided a download option, which allowed me to view the uploaded document outside the candidate record.
When I opened the email composer, the system had picked up the email address from the resume. I didn’t need to re-enter it to begin composing a message.
Attempting an interview email
The messaging area offered templates for an interview, an offer, and a rejection. I selected the interview option and started composing a message to the test applicant.
However, I couldn’t complete the send because I hadn’t verified the company in the demo account.
That was a separate requirement from the applicant’s email verification. The candidate record tracked the applicant’s status, while the company’s verification status controlled my ability to send email.
Understanding Breezy HR’s Hiring Plans
The free entry point
The pricing discussion separated Hiring from Perform, and I switched the hiring view to monthly billing.
The free hiring option appeared as Bootstrap, described as a free-forever plan. It provides an entry point for exploring the recruiting workflow without committing to a paid subscription.
That free tier is distinct from the paid plans reviewed afterward.
Paid hiring options
The walkthrough also reviewed paid options for broader recruiting needs. Breezy HR’s hiring plans and pricing presents those options separately from its employee-performance product.
The practical distinction in this review is between testing the hiring workflow and choosing a package for a team’s ongoing requirements. The demonstration showed position setup, applications, stage actions, and screening controls, but it didn’t establish that every demonstrated setting belongs to every plan.
For this review, the strongest evidence is the workflow itself: I configured a position and followed a submitted application into the candidate workspace.
What Breezy Perform Adds
Breezy Perform is the employee-performance side of the product. I reviewed its pricing area, but I didn’t test it, so the hiring walkthrough shouldn’t be read as a hands-on assessment of performance management.
Breezy’s Perform plans and pricing describes a free plan for teams with fewer than 10 employees. It also identifies one-on-one meetings, performance reviews, engagement, and goal-setting as areas the product covers.
The key distinction is clear: Hiring handles the recruiting process, while Perform addresses employee performance after hiring. The tested portion of this review focused on the former.
My Takeaway After Testing Breezy HR
Breezy HR gave me a clear way to create a position, configure its application form, and track a submitted resume in the recruiting workspace. Its visual pipeline and stage actions were the strongest parts of the walkthrough.
The test also exposed practical requirements that affect setup: AI descriptions consume credits, scheduled positions remain closed until activation, and company verification is necessary before sending email.
My overall impression was positive. Breezy HR brought the demonstrated recruiting tasks together in a workflow I could follow through to an actual applicant record.
