Breezy HR

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.