Breezy HR

What it is

Breezy HR is a small-business applicant tracking system (ATS) built in Jacksonville, Florida, and owned since April 2019 by Learning Technologies Group (LTG), which bought it for $12M in cash. LTG itself was taken private by General Atlantic in 2025, so Breezy now sits inside a private-equity portfolio, still sold as a standalone product under its own brand.

The core product is a visual drag-and-drop pipeline, a branded careers site, one-click posting to 50+ job boards, questionnaires, interview scheduling, scorecards, video interviews, employee referrals and offer letters. It is aimed at the company where hiring is run by an HR generalist, an office manager or a founder, not by a recruiting team.

What separates Breezy from the rest of the SMB ATS field is the pricing shape. The bill is a flat monthly fee per plan with unlimited users and unlimited open positions on every paid tier, and the AI is not bundled into the plan at all. It is sold separately as Breezy Intelligence, a pay-per-use credit pool.

Why it shows up in recruiting stacks

• Unlimited positions and users from the first paid plan. Startup has no job cap and no seat count, so ten hiring managers and 25 open roles cost the same as two and three.
• A free plan that is a real trial of the workflow. Bootstrap is free forever with unlimited users, a careers site and job-board distribution, capped at one active position or candidate pool.
• AI you pay for only when you use it. Breezy Intelligence covers Applicant Insights (a 0-10 score against up to five criteria you define, with an explanation per criterion), Resume Audit for AI-generated and copy-paste fraud, email verification, spam filtering, activity summaries, candidate sourcing and a writing assistant. Breezy’s own figures, checked 2026-10-07: about 500 credits to score a candidate and up to 600 to audit a resume.

Pricing

Published list prices, checked on breezy.hr/pricing 2026-10-07:

• Bootstrap — free. One active position or pool.
• Startup — $157/month billed annually ($189 month-to-month). Unlimited positions, automations, bulk actions, background-check integrations, EEOC reporting, video interviews.
• Growth — $273/month annually ($329 monthly). Adds interview guides and scorecards, automated reference checks, e-signatures, referrals, external recruiter access, multiple pipelines and locations.
• Business — $439/month annually ($529 monthly). Adds HRIS integrations, offer management, assessment integrations, candidate comparison, nurture campaigns and custom roles.
• Pro — custom quote. Adds API access, advanced reporting and data import/export, plus a dedicated account manager.

Breezy Intelligence credits start at $30 per 100,000 and do not expire; the 14-day trial includes 100,000. At list rate, scoring one applicant costs about $0.15, and scoring plus a resume audit about $0.33.

The real-world band for a 20-200 person company is $3,300-5,300/year in plan fees (Growth or Business on annual billing), because scorecards sit in Growth and HRIS sync in Business. Add credits on top: scoring and auditing 300 applicants a month adds about $1,200/year; at 1,000 a month it is about $4,000/year, which is as much as the plan.

Best for

An HR generalist or founder at a 20-200 employee company hiring 10-60 roles a year, with many hiring managers who need logins, who wants a fixed plan fee and wants to pay for AI screening only on the roles that draw high applicant volume.

Versus the alternatives

• Workable — the SMB market-share leader. Its Standard plan starts at $299/month on annual billing for up to 20 employees and the price rises with company headcount. Pick Workable when you need its passive-candidate sourcing database and bundled AI; pick Breezy when headcount is growing and you want the bill tied to the plan, not to employee count.
• BambooHR — the other volume leader in this band, whose hiring module rides on the HRIS. Pick it when you are buying an HRIS anyway and hiring is light. If you run both, Breezy’s HRIS integrations sit in the Business plan.
• Ashby — the fastest-growing ATS entrant. Pick it over Breezy when hiring is mostly knowledge workers and funnel analytics are a buying criterion; expect a much larger bill.
• JazzHR — the closest flat-price peer. Plus at $3,480/year bundles AI matching into the plan. Pick JazzHR when you would rather have AI in the fixed fee than metered; pick Breezy when application volume swings by role.
• Zoho Recruit or Manatal — pick them when the budget is under $1,500/year or you already run Zoho.

Watch-outs

• Metered AI can quietly double the bill. Credits are consumed per applicant scored and per resume audited, so a viral job post burns credits without anyone deciding to spend. Guard: turn on Applicant Insights only for roles that draw more applicants than a person can read, and check credit balance weekly for the first month to set a monthly budget.
• Reporting is the recurring complaint. Capterra reviewers (4.5 from 1,400+ reviews) report they cannot report on scorecard results and that custom reporting is thin; advanced reporting sits in the custom Pro plan. Guard: list the three funnel questions you must answer every quarter and test them in the 14-day trial before signing.
• API and data export sit behind a sales call. Both are listed only under Pro. Guard: if you plan to sync to a warehouse or switch ATS later, get API access and a full candidate-data export written into the order form before you sign.
• AI scoring shifts compliance to you. If you use Applicant Insights scores to rank or reject candidates for roles in New York City or other jurisdictions that regulate automated employment decision tools, the audit and notice duties sit with the employer. Guard: check with counsel before scoring regulated locations, and keep a human decision on every rejection.
• PE ownership two layers up. General Atlantic’s take-private of LTG was leveraged and came with planned divestitures, so Breezy could change hands. Guard: prefer annual over multi-year terms and confirm data-export rights survive a change of control.