Used For

• +**Your inbox explodes with 200 applications for one job posting** → Auto-questionnaires weed out 70% of unqualified candidates before you see them
• +**Scheduling interviews takes 15 back-and-forth emails per candidate** → Self-scheduling links let candidates book their own slots, cutting coordination to zero
• +**Your team can't agree on which candidates are good** → Built-in scorecards let everyone rate 1-5 stars, shows averaged scores instantly
• +Drag-and-drop pipelines from "applied" to "hired" - no more asking "wait, where are we with Sarah?"
• +Posts to 50+ job boards automatically - one click reaches everywhere instead of manual posting

Best For

• >Your team wastes 10+ hours a week playing email tag to schedule interviews
• >You're drowning in unqualified applicants and need automatic filtering
• >Manual spreadsheet tracking is breaking down at 20+ candidates per role

Not For

• -Teams under 10 people — you're paying $59/month minimum for features you'll use twice a year
• -Enterprise companies over 1,000 employees — lacks the compliance reporting and custom roles you actually need
• -Solo founders doing occasional contract hiring — LinkedIn and email work fine at that scale

Pairs With

• *Google Workspace (syncs calendars for self-scheduling and stores all the interview feedback docs)
• *Slack (where your team gets pinged about new applications and debates candidate ratings)
• *BambooHR (to actually onboard people after Breezy gets them hired)
• *LinkedIn Recruiter (for sourcing candidates that Breezy then organizes and tracks)
• *Zoom (for the actual video interviews, with Breezy showing resume overlays)
• *DocuSign (to get offer letters signed instead of chasing people for wet signatures)

The Catch

• !Resume parsing fails 20% of the time on creative formats, so you're still manually reviewing graphic designer PDFs
• !The $59 starter price doesn't include premium job boards — expect another $50-300 per posting for the good ones
• !Your team will spend the first week arguing about pipeline stages and scorecard criteria instead of hiring

Bottom Line

Turns hiring chaos into actual pipelines — worth it if you're drowning in resumes, overkill if you hire twice a year.