Breezy HR

Published prices and no fee per user, with AI scoring as a prepaid extra

What the bias audit and the credit counts measure

Two sets of figures decide whether Applicant Insights is safe and affordable. The first is an outside bias audit. The second is how many credits each AI action uses. They answer different worries, fairness and the size of the bill.

Warden AI audits Applicant Insights every month for bias by sex, by race or ethnicity, and by both together. The latest audit is dated 1 October 2026 and covers a sample of 30,024. All three results read Clear. An impact ratio compares each group’s selection rate with the most selected group. In the New York City report, the ratio is 1.00 for female applicants and 0.99 for male applicants. For race and ethnicity the ratios run from 0.98 to 1.00. The ratio is 0.98 for Asian and Hispanic or Latino applicants. It is 1.00 for Black or African American and White applicants.

Read the audit’s limits before you rely on it. For the New York City audit, Warden used test data. That was its own data set of real candidate profiles, because it had no access to historical data. Warden itself adds that the audit reflects behaviour under controlled test conditions. It is not a formal certification or compliance determination.

The audit matters most if you hire in New York City. There, Local Law 144 puts the audit duty on the employer. Breezy’s audit exists and runs monthly. The law still asks the employer to publish a summary of the latest audit and to give candidates notice. Under the city’s guidance, the vendor that built the tool is not responsible for its bias audit. Our market guide covers the rest of the law.

One point is specific to Breezy’s score. The city reads “substantially assist” as including relying only on a tool’s output. If the score alone moves applicants from Applied to another stage, that may count as relying only on its output. So ask before you switch on automatic moving.

Credits set the bill. Scoring a candidate typically uses about 500 credits, and a CV audit up to 600. A refresh of an Activity Summary typically uses up to 700. Each AI sourcing run uses about 50,000. At the starting rate of $30 per 100,000 credits, scoring one candidate costs about 15 cents. At that rate, scoring 1,000 applicants costs about $150, and one sourcing run costs about $15. The 14-day free trial includes 100,000 credits.

What works in your favour before you sign

Four things work in a buyer’s favour at Breezy. They cover the bill, your data, moving in from another system and equal-opportunity records.

Customers report fast hiring at a range of sizes

The customers’ own reports suggest Breezy suits teams that hire often, hire in volume or hire fast. Breezy sells pricing for teams of 10 to 10,000 people. Its customers range from 1 to 25 people at Pointed Copywriting to more than 1,000 at Nando’s Peri-Peri and Waitr. Breezy’s own count is 17,400 companies, 28,920,000 candidates and 400,000 hires in 83 countries. The four reports below show what that means in practice.

Eight limits to weigh before you sign Breezy HR

Most of Breezy’s limits sit in its terms, so each one is worth raising before you sign. The others cover your data, the AI credits, the legal duties for AI and who owns Breezy. The cards below give the detail.

What it costs, and what happens to your data when you leave

Three things set your price at Breezy. They are the plan, the AI credits and the add-ons. You cannot judge the plan from the headline figure, because the features you may need sit on different plans.

Bootstrap is free. It keeps one active job opening or candidate pool at a time. It gives unlimited access to candidates added in the last 30 days. Breezy publishes two prices for Startup, Growth and Business and does not say which is annual and which is monthly. Startup is $157 and $189 a month. Growth is $273 and $329. Business, for high-volume hiring, is $439 and $529. Yearly billing includes two months free. Ask which price you pay.

Pro has a Contact Us button in place of a price. It includes everything in Business plus a dedicated account manager. It also gives you the option to add API access, advanced reporting and data export and import. Single sign-on, which lets staff log in with their company account, is on Pro.

Features switch on by plan. E-signing, the employee portal and the recruiter portal for outside recruiters start on Growth. Position approvals, offers and offer approvals start on Business. So do links to assessment tools, links to your HR system and the hireEZ integration. So the Business price is the real price if you need hired candidates sent to an HR system.

The plan price is not the total, because add-ons come on top. Three add-ons cover everyday hiring work. Text messaging costs from $41 a month for credits. Onboard, Breezy’s employee onboarding product, starts at $49 a month. AI Interview Analysis is a subscription that you can add to any paid plan. Its monthly interview allowance does not roll over, and extra interviews expire 30 days after purchase.

Three more add-ons are optional or limited. Perform, Breezy’s performance management product, is priced by employee count. For 10 to 49 employees it costs $83 or $99 a month. Expert Training is quoted at $99 per hour. The Custom Reporting add-on is for Pro plans only and is bought yearly through Breezy’s Customer Success team.

Plans renew for a term of the same length unless you cancel, so note the renewal date. Plans bill in advance. Payments are in US dollars unless agreed otherwise. Invoices fall due within 30 days. Unpaid amounts can carry interest of the lesser of 1.5% per month or the maximum rate allowed by law.

Leaving starts with an export, so plan it before you cancel. Candidate data exports to CSV, for one candidate or in bulk. You need admin access to export complete data at company level. The CV field in the file is a link to a PDF. Position data exports to CSV as well.

Deletion follows the export. On active paid plans, Breezy never deletes position or candidate data except at your request. If you cancel a paid account, Breezy deletes the data one year later. If you ask for immediate deletion at cancellation, a new subscription cannot recover it. Bootstrap data is deleted after a year of inactivity.

Ten questions for the demo

These questions matter because the answers decide your real bill and your risk. Each comes with the answer you want to hear.

1. Breezy publishes two prices for Startup, Growth and Business. Which one is the yearly price, and what is our total for the year with the add-ons we need? Good answer: One written figure for the whole year, with each add-on listed.
2. Will you put a notice period before any suspension or end of service into our contract? Good answer: A written notice period, in the order form.
3. Will you raise the liability cap above $20 or three months of fees? Good answer: A higher figure, written into the order form.
4. Can we read your SOC 2 Type II report before we sign? Good answer: Yes, under an NDA, before signature.
5. Where is our applicant data hosted, and does the reading of CVs into the profile leave that region? Good answer: The region we choose for hosting, and a plain answer on the USA supplier.
6. Can we have the full Warden AI report for Applicant Insights? What do we publish if we hire in New York City? Good answer: The full report and the wording of a summary we can publish.
7. How many credits will we use each month at our hiring volume? What happens to our hiring when they run out? Good answer: An estimate for each AI action, and a warning before the balance reaches zero.
8. Who on our side can switch on automatic moving of applicants? Who can connect an AI assistant to our account? Good answer: Named admins only, with a record of each change.
9. Which plan do we need for EEOC and OFCCP reporting and for the Dispositions feature? Good answer: A named plan, confirmed in writing.
10. How do our candidates and their documents leave when the contract ends? On what date do you delete them? Good answer: A full export on request and a written deletion date.

Alternatives to Breezy HR

Recruitee, Workable, Manatal, JazzHR, Pinpoint and BambooHR each charge in a different way from Breezy HR. Price them against it.

Breezy’s own free Bootstrap plan keeps one active job opening or candidate pool at a time. If you hire for one role at a time, it may be enough.

Start with how each one charges. Breezy charges by plan, with unlimited users. Manatal charges per user. Its FAQ puts the Professional plan at $15 a month per user, billed yearly, with 15 jobs and 10,000 candidates. Its plan cards put the same plan at $19. Add recruiters and Manatal’s bill grows, while Breezy’s plan price stays the same. Ask Manatal which figure applies.

Recruitee also prices on unlimited users instead of seats. Its subscription depends on the plan, the number of employees and the billing period. Recruitee checks the number of employees before each contract year, so your bill can move with headcount. Paying yearly earns a 20% discount.

Workable and Breezy differ on AI credits. Workable’s Standard plan is $299 a month for 1 to 20 employees. Its AI credits come in bundles of 5,000, 10,000 and 50,000. They expire one year after purchase and are non-refundable. Breezy’s credits never expire, but Breezy gives no refund for unused credits when you cancel.

JazzHR sells by the year and by the number of jobs. Hero costs $1,000 a year billed yearly and starts at 3 job postings a month. Plus costs $3,480 and Pro costs $5,508. At either published figure, a year of Breezy Startup costs more than JazzHR Hero’s $1,000.

Pinpoint gives a price after a short call about your company and hiring process. Breezy publishes its prices, so you can compare before any call.

If you want hiring inside a wider HR system, look at BambooHR. It prices by employee, from $10.25 a month for companies with more than 25 employees. Companies with 25 employees or fewer pay a flat monthly rate from $250. Breezy can send hired candidates to BambooHR on the Business and Pro plans. The two can run side by side. Our comparison of every system sets out the full field.