Breezy HR
HireAIScore rates Breezy HR 43 out of 100 (grade F, Substantial gaps) under rubric v1.0, last reviewed August 2, 2026. Breezy HR ranks 54 of 77 vendors rated in ATS-integrated AI, against a category average of 47. That score is drawn from 28 evidence items across 7 rubric criteria for Breezy HR — 23 with a cited source, 9 recording that nothing was located.
Score breakdown
Breezy HR, criterion by criterion
Each rubric criterion is scored out of 100 on the cited evidence, then weighted into the total.
Weighted contribution shown to the right of each bar.
Article 11 Technical Documentation
Weight 20% · category avg 51
50
+10.0
Bias Audit Transparency
Weight 18% · category avg 41
25
+4.5
FRIA Support
Weight 15% · category avg 32
30
+4.5
Data Governance Disclosure
Weight 15% · category avg 54
55
+8.3
Human Oversight Design
Weight 12% · category avg 57
55
+6.6
Post-Market Monitoring
Weight 12% · category avg 42
38
+4.6
Customer Documentation
Weight 8% · category avg 59
58
+4.6
Total weighted score
43.1(rounded to 43 for display)
Category avg is the mean raw score on that criterion across the 77 ATS-integrated AI vendors in scope of this rubric, this one included.
Strongest criterion
Customer Documentation
58raw / 100
Contributes 4.6 to the total. 58 against a 59 category average.
Weakest criterion
Bias Audit Transparency
25raw / 100
Contributes 4.5 to the total. 25 against a 41 category average.
Cited evidence
The evidence behind the score
Every score is backed by at least one cited piece of evidence. Open a criterion to see what was found, when, and where.
Download diligence recordEvidence ledger
- Items
- 28
- Documentation
- 17
- Audit report
- 1
- Public statement
- 1
- Absence
- 9
- With a source URL
- 23 of 28
- Source hostnames
- 4
- Fewest items
- 3
- Article 11 Technical Documentation
These figures measure how thoroughly Breezy HR was reviewed, not how Breezy HR performed — an absence row, recording that nothing was located, is counted like any other item.
Article 11 Technical Documentation
3 items50
- DocumentationCaptured Aug 2, 2026
Parent company LTG publishes a versioned public AI Policy (v3.0, approved 13 February 2026, annual review cycle, named VP of Information Security as approver) with sections on Human Oversight, Monitoring, Explainability and Transparency, and Considerations of Impacts.
https://ltgplc.com/wp-content/uploads/2026/04/AI-Policy-v3.0.pdf
- DocumentationCaptured Aug 2, 2026
The policy's AI Governance section states the company "has implemented an AI Management System that is aligned with ISO 42001" integrated into its ISO 27001 and ISO 27701 certified management systems - alignment claimed, not certification.
https://ltgplc.com/wp-content/uploads/2026/04/AI-Policy-v3.0.pdf
- AbsenceCaptured Aug 2, 2026
No Breezy-specific system card, model card, technical documentation pack or explainability statement was found on breezy.hr (product pages, /policies/disclosures, /policies/terms, /privacy), on help.breezy.hr, or on the LTG trust center; the underlying model or AI vendor powering Breezy Intelligence is never named.
Bias Audit Transparency
4 items25
- AbsenceCaptured Aug 2, 2026
No NYC Local Law 144 bias audit, independent third-party audit (BABL AI, DCI, ORCAA, Warden AI, Holistic AI, Credo AI, ConductorAI) or academic audit of Applicant Insights or Candidate Match Score was found via web search or on breezy.hr, help.breezy.hr, or the LTG trust center document list.
- Public statementCaptured Aug 2, 2026
A Breezy product-update post dated 21 July 2022 markets Candidate Match Score as "bias-free" and as surfacing best-fit candidates regardless of race, gender, sexual orientation or age, with no audit, methodology or impact-ratio data published to support the claim.
https://breezy.hr/resources/breezy-updates/candidate-match-score
- DocumentationCaptured Aug 2, 2026
The LTG AI Policy commits internally that personnel "should also test their models for fairness, performance, and drift before deploying," and maps "AI Bias" to SDLC Policy phases, but no fairness testing results are published.
https://ltgplc.com/wp-content/uploads/2026/04/AI-Policy-v3.0.pdf
- AbsenceCaptured Aug 2, 2026
The Breezy Intelligence product page describes scoring, ranking and risk-scoring features but contains no bias, fairness, adverse-impact or audit disclosure of any kind.
FRIA Support
3 items30
- AbsenceCaptured Aug 2, 2026
No EU AI Act Article 27 Fundamental Rights Impact Assessment template, Article 26 deployer-obligation guidance, or any EU AI Act reference was found on breezy.hr, help.breezy.hr, the LTG trust center, the public LTG DPA, or the LTG AI Policy.
- DocumentationCaptured Aug 2, 2026
LTG operates a public trust center offering downloadable certificates and policies plus NDA-gated SOC 2 reports, which functions as a partial trust package but contains no AI Act or fundamental-rights assessment material.
- DocumentationCaptured Aug 2, 2026
Breezy's GDPR overview places regulatory responsibility on the customer, advising organizations to "do some research of your own and seek legal advice," rather than supplying deployer assessment templates.
Data Governance Disclosure
4 items55
- Audit reportCaptured Aug 2, 2026
LTG publishes downloadable ISO 27001:2022 and ISO 27701:2019 (Privacy Information Management) certificates covering the group including Breezy HR, with SOC 2 Type II reports for 2025 and 2026 available under NDA.
- DocumentationCaptured Aug 2, 2026
Breezy documents a concrete data-minimization control: Applicant Insights anonymizes a candidate's personal data before comparing their application material against the job description prompts.
https://help.breezy.hr/en/articles/11972522-applicant-insights
- DocumentationCaptured Aug 2, 2026
The publicly readable LTG Data Protection Addendum (v2025.2) incorporates the EU Standard Contractual Clauses and UK Addendum and includes an Appendix II schedule of technical and organizational security measures.
- AbsenceCaptured Aug 2, 2026
Breezy's own Breezy Intelligence documentation discloses no AI vendor or model, no statement on whether candidate data is used to train or fine-tune models, no training-data description and no exclusion list.
https://help.breezy.hr/en/articles/11972528-breezy-intelligence-credits
Human Oversight Design
5 items55
- DocumentationCaptured Aug 2, 2026
The LTG AI Policy adopts explicit decision-support framing: "ML- or AI-enabled solutions should provide data-based recommendations to human decision-makers, which they can then decide how to act upon."
https://ltgplc.com/wp-content/uploads/2026/04/AI-Policy-v3.0.pdf
- DocumentationCaptured Aug 2, 2026
Applicant Insights provides in-product explainability - a full per-category breakdown of results in the candidate's Insights tab across up to five user-defined criteria, alongside the 0-10 score shown in pipeline and list views.
https://help.breezy.hr/en/articles/11972522-applicant-insights
- DocumentationCaptured Aug 2, 2026
A meaningful guardrail exists: candidates cannot be automatically moved to a disqualified stage based on their Insights score, though a "Move Based on Score" setting can automatically advance candidates out of the Applied stage without human review.
https://help.breezy.hr/en/articles/11972522-applicant-insights
- AbsenceCaptured Aug 2, 2026
The Candidate Match Score documentation describes AI-driven resume-to-job-description scoring with adjustable weights but contains no statement on bias, fairness, required human review, or per-factor explainability.
https://help.breezy.hr/en/articles/6389729-candidate-match-score
- AbsenceCaptured Aug 2, 2026
No per-jurisdiction AI toggles, AEDT candidate-notice tooling, or AI-decision audit-log disclosure was found across breezy.hr product and policy pages or the Breezy help center.
Post-Market Monitoring
4 items38
- DocumentationCaptured Aug 2, 2026
Breezy operates a public status page linked from the site footer; the URL resolves as the Breezy HR status page, though its content is client-rendered and no incident history or component list was retrievable, and it surfaces no AI or model-update information.
- DocumentationCaptured Aug 2, 2026
The LTG AI Policy commits to post-deployment monitoring, stating personnel should "continue to monitor those issues to ensure the models are operating as intended" after testing for fairness, performance and drift.
https://ltgplc.com/wp-content/uploads/2026/04/AI-Policy-v3.0.pdf
- DocumentationCaptured Aug 2, 2026
The trust center publishes a Security Incident Response Plan and a Vulnerability Management Policy among its downloadable documents, but lists no security contact email or responsible-disclosure submission process.
- AbsenceCaptured Aug 2, 2026
No public AI model-update changelog, continuous bias-monitoring dashboard, or working product-release-notes index was found; the footer-referenced updates hub at breezy.hr/resources/breezy-updates returns HTTP 404 while individual update posts remain reachable.
Customer Documentation
5 items58
- DocumentationCaptured Aug 2, 2026
Breezy maintains a detailed public product page for its AI layer covering Resume Audit, candidate email verification, Applicant Insights and Activity Summary.
- DocumentationCaptured Aug 2, 2026
A public help center documents individual AI features in operational detail, including scoring range, category prompts, automation settings and stated limitations such as unparseable scanned resumes being skipped.
https://help.breezy.hr/en/articles/11972522-applicant-insights
- DocumentationCaptured Aug 2, 2026
Breezy publishes GDPR guidance directing customers to its Data Processing Addendum in section 9 of the Terms of Service, which in turn points to the publicly readable LTG Data Protection Addendum.
https://help.breezy.hr/en/articles/5558059-gdpr-data-processing-addendum
- DocumentationCaptured Aug 2, 2026
The pricing page publicly documents Breezy Intelligence as a credit-metered add-on from $30 per 100,000 credits and lists per-plan compliance features including EU data centers for EU/UK customers, candidate consent collection and EEOC/OFCCP reporting.
- AbsenceCaptured Aug 2, 2026
Breezy's dedicated disclosures page contains only a Google API Services user-data statement; no NYC LL 144, Illinois, Colorado or EU AI Act deployer guidance, and no responsible-AI page, exists anywhere on breezy.hr.
Editorial notes
Company overview
Breezy HR is an applicant tracking and recruiting platform founded in 2014 and headquartered in Jacksonville, Florida. It was acquired by UK-listed Learning Technologies Group plc on 17 April 2019 and now operates as one of LTG's brands alongside PeopleFluent and Rustici. The core product is an SMB-oriented ATS built around a Kanban pipeline with stage automations, job distribution to 50+ boards, career sites, questionnaires, scheduling and offer management, sold from a free Bootstrap tier up to roughly $439/month for the Business plan. AI capability is packaged separately as "Breezy Intelligence," a credit-metered add-on (from $30 per 100,000 credits) that provides Applicant Insights (a 0-10 fit score with per-category evidence), Candidate Match Score, Resume Audit (AI-generated and keyword-stuffed resume detection), candidate email verification, AI sourcing, and activity summaries.
Regulatory exposure
Breezy's exposure is high and its product-level disclosure is thin. Applicant Insights and Candidate Match Score score, rank and sort job applicants, and Applicant Insights can automatically advance candidates between pipeline stages on a score threshold - behavior that falls squarely within the NYC Local Law 144 definition of an automated employment decision tool and within EU AI Act Annex III employment high-risk use. No independent bias audit for either feature could be located, and Breezy publishes no AEDT candidate-notice guidance, no NYC/Illinois/Colorado material, and no EU AI Act deployer guidance. A 2022 Breezy product-update post nonetheless markets Candidate Match Score as "bias-free" and claims it surfaces best-fit candidates regardless of race, gender, sexual orientation or age - a fairness claim with no published audit behind it. Resume Audit adds a second, less-discussed risk surface: AI-generated-content detection carries well-documented false-positive risk against non-native English writers and assistive-tool users, and Breezy publishes no accuracy or disparate-impact data for it. What compliance substance exists sits at the group level rather than the product level: parent LTG maintains a public trust center with ISO 27001:2022 and ISO 27701:2019 certificates, NDA-gated SOC 2 Type II reports, a publicly readable Data Protection Addendum incorporating the EU SCCs, a public sub-processor list, and a public AI Policy (v3.0, approved 13 February 2026) whose AI Management System is described as "aligned with ISO 42001"- alignment, notably, rather than certification.
Path to a higher score
The single highest-value move is to commission and publicly publish an independent NYC LL 144 bias audit covering both Applicant Insights and Candidate Match Score, with selection and scoring rates and impact ratios by sex and by race/ethnicity intersectionally, and to repeat it annually so a two-year public series exists. Second, publish a Breezy-specific system card or instructions-for-use for Breezy Intelligence - naming the underlying model provider, stating explicitly whether customer or candidate data is used to train or fine-tune models, describing what the anonymization step does and does not remove, and disclosing Resume Audit's measured accuracy and false-positive behavior. Third, convert LTG's stated ISO 42001 alignment into an actual certification and extend the group AI Policy with product-level annexes. Fourth, publish deployer-facing regulatory guidance: an EU AI Act Article 26 obligations summary and an Article 27 FRIA template, plus ready-to-use AEDT notice templates for New York City, Illinois and Colorado. Finally, add a public security contact and vulnerability disclosure process, restore a working product changelog index with an AI model-update log, and retire the unsubstantiated "bias-free" marketing claim until an audit supports it.
Regulatory frame
What applies to ATS-integrated AI.
Ranking features are inside EU AI Act Annex III §4 (high-risk) and inside NYC Local Law 144 when they affect NYC-based candidates. Customers should treat the AI surface as a distinct deployer-FRIA scope from the rest of the ATS.
Compare
Breezy HR against its nearest-scoring peers.
The closest scores in ATS-integrated AI, side by side.
- Side-by-sideBreezy HR vs Vincere44F
- Side-by-sideBreezy HR vs Prevue HR44F
- Side-by-sideBreezy HR vs BambooHR43F
- Side-by-sideBreezy HR vs Paylocity43F
Ranking
Others rated in ATS-integrated AI
Ranked 54 of 77 by weighted total under rubric v1.0. The ordering is arithmetic on the rubric and carries no view on which tool suits a given hiring process.
- #51UKG44F
- #52JazzHR44F
- #53BambooHR43F
- #54Breezy HRThis profile43F
- #55Paylocity43F
- #56Recruitee42F
Conflicts of interest
No vendor pays for placement, scoring, or removal. Casework - the consulting firm that operates this directory - provides paid services to some vendors. Any active or recent (within 24 months) commercial relationship is disclosed on the affected vendor profile and the review is reassigned to an independent reviewer. See the full policy on About.
Casework has no commercial relationship with this vendor.