Breezy HR HR and recruitment automation

Breezy HR is a modern applicant tracking system (ATS) and recruiting platform that helps businesses manage their entire hiring process — from posting job...

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What you can automate with Breezy HR

Breezy HR is a modern applicant tracking system (ATS) and recruiting platform that helps businesses manage their entire hiring process — from posting job ads to extending offers. The problem it tackles is the disorganised mess that recruiting becomes when teams rely on email threads, spreadsheets, and memory to track candidates across multiple open roles. Breezy centralises everything into a visual pipeline where hiring managers and recruiters can collaborate. The platform handles job distribution to multiple boards simultaneously, customisable application forms, candidate scoring, interview scheduling, and offer management. Its drag-and-drop pipeline view makes it easy to see where every candidate stands at a glance. For businesses running sales automation on the revenue side, Breezy brings the same structured pipeline thinking to talent acquisition. Breezy becomes more powerful when connected to the rest of your HR and operations stack. Through system integrations, new hires can automatically trigger onboarding workflows — creating accounts in your project management tools, sending welcome emails, provisioning equipment, or updating payroll systems. Osher builds these post-hire automation pipelines using n8n so that the handoff from recruiting to onboarding happens without manual chasing. For growing businesses that have outgrown manual recruiting but do not need (or want to pay for) enterprise-tier systems like Workday or Greenhouse, Breezy HR provides the right level of structure. Paired with business automation, it turns hiring from an ad-hoc process into a repeatable system that scales with your team.

Breezy HR FAQs

Frequently Asked Questions

Common questions about how Breezy HR consultants can help with integration and implementation

Breezy HR works well for small-to-mid-sized businesses that are actively hiring and need more structure than spreadsheets but less complexity than enterprise recruiting platforms. It suits companies with a few open roles through to those managing dozens of positions simultaneously.

Yes. Breezy distributes your job listings to multiple job boards — including Indeed, LinkedIn, Glassdoor, and others — from a single posting. This saves time and ensures your roles get broad visibility without manually submitting to each board separately.

Yes. Breezy integrates with Google Calendar and Outlook so candidates can self-schedule interviews based on your team's availability. This eliminates the back-and-forth emails that typically slow down the interview booking process.

The platform supports customisable scorecards where interview panel members rate candidates against predefined criteria. All feedback is centralised on the candidate profile so hiring managers can compare evaluations and make informed decisions without chasing individual interviewers for their notes.

Breezy offers native integrations with several HRIS and payroll platforms, and it supports webhooks and API access for custom integrations. Using an automation platform like n8n, you can connect Breezy to virtually any HR, payroll, or onboarding system your organisation uses.

Yes. You can invite hiring managers, team leads, and interviewers to collaborate on specific roles. Each team member can view candidates, leave feedback, and participate in the evaluation process without needing access to every role across the organisation.

How it works

Implementing Breezy HR

Step 1

Set Up Your Company Profile and Hiring Team

Configure your company branding within Breezy, invite hiring managers and recruiters to the platform, and assign roles and permissions. Define who can post jobs, review candidates, and extend offers for each department.

Step 2

Create Your Hiring Pipeline Stages

Customise your candidate pipeline to match your hiring process — typically stages like Applied, Screening, Phone Interview, Technical Assessment, Final Interview, and Offer. Different roles may need different pipeline configurations.

Step 3

Post Your First Job and Distribute to Boards

Write your job description, set up the application form with relevant questions, and publish the role to multiple job boards through Breezy's distribution network. Include screening questions to filter out unqualified applicants early.

Step 4

Configure Automated Candidate Communications

Set up automated emails for key pipeline transitions — application received confirmations, interview invitations, rejection notices, and offer letters. Personalise templates so candidates receive professional communications without your team writing each one manually.

Step 5

Integrate with Calendar and HR Systems

Connect your team's calendars for interview self-scheduling. Integrate with your HRIS or payroll platform so that accepted offers automatically push new hire data into onboarding systems. Use n8n for integrations that are not available natively.

Step 6

Build Post-Hire Onboarding Automation

Create workflows that trigger when a candidate is marked as hired — provisioning email accounts, creating tasks in project management tools, ordering equipment, and scheduling orientation sessions. This ensures consistent onboarding for every new team member.