Compare · Breezy HR
Breezy HR alternative that ranks your inbound resume pile
Breezy HR is a well-liked applicant tracking system with a free Bootstrap tier and paid plans (Startup at $157 a month billed annually, Growth at $273, Business at $439), plus a drag-and-drop pipeline and a branded careers site. For a small team that wants a full ATS to post jobs and move candidates through stages, it is a solid, affordable choice. What people ask about when they look at Breezy HR alternatives is the screening itself: once a posting pulls in a few hundred resumes, the pipeline still has to be read by hand, and Breezy's AI features sit inside the tracking product rather than doing the deep, reasoned ranking of the whole pile.
Held for recruiter review · never auto-rejected
Screen the pile to watch Prescreener parse every resume, apply your criteria and knockouts, and rank the inbound applicants with a transparent reason on each.
Live, interactive · AI assists, you decide · no signup needed
AI assists · you decide · bias-audited (EEOC / NYC Local Law 144)
Breezy HR is an affordable full ATS with a free tier. Prescreener is a screening-first layer that ranks your inbound resume pile with transparent reasons, sits alongside Breezy or any ATS, and is bias-audited and human-in-the-loop.
Prescreener is a screening-first layer, not an ATS. It reads every inbound resume, applies your knockout and eligibility criteria, asks short screening questions, scores role-fit, and ranks the pile so recruiters open the strongest matches first, each with a transparent reason. It runs alongside Breezy or any ATS you already use rather than replacing it, so you keep your pipeline and add the ranking on top. AI use is disclosed to candidates, screening is bias-audited to support EEOC standards and NYC Local Law 144, and because Prescreener ranks and flags rather than auto-rejecting, a recruiter always makes the final call.
Side by side
Breezy HR vs Prescreener, honestly
A fair look at what each does well. Both are capable tools. Here is where they differ.
| What matters | Prescreener | Breezy HR |
|---|---|---|
| Primary job | Reads and ranks the inbound resume pile so recruiters see top matches first | Applicant tracking: posting jobs and moving candidates through pipeline stages |
| Where it sits | A screening-first layer alongside the ATS you already run, including Breezy | The system of record your team tracks candidates in |
| Screening depth | Deep role-fit scoring and ranking of every applicant with reasons | AI assist features inside the tracking product |
| Transparent reasons | Every ranking shows the criteria and reasons behind it | Candidate stages and scorecards recruiters fill in |
| Compliance and fairness | AI disclosure and bias audits supporting EEOC standards and NYC Local Law 144 | EEOC and OFCCP reporting on paid tiers |
| Best suited for | Teams that want a deeper, reasoned ranking of a heavy inbound pile | Small teams wanting an affordable all-in-one ATS |
Comparison reflects general, publicly understood positioning. Capabilities change, so check each product for the latest.
Why teams pick Prescreener
One step that screens the whole inbound pile
Keep your ATS, add the ranking
Prescreener is screening-first, not a system of record, so you keep Breezy or whatever ATS you use and add a ranked, reasoned pile on top rather than migrating anything.
Reads the whole pile, not a sample
Every applicant is scored on role-fit and eligibility and the pile is ranked with the reasons behind each place, so a 500-resume posting is screened as evenly as a 50-resume one.
Compliance built in
The same criteria apply to every applicant, AI use is disclosed, screening is bias-audited to support EEOC standards and NYC Local Law 144, and a recruiter always decides.
Good questions
Breezy HR vs Prescreener, answered
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See how Prescreener screens candidates faster
One step that parses every inbound resume, scores role-fit and ranks the pile, shaped to your roles and your ATS. Prescreener ranks and flags candidates, your team makes every hiring decision.
Consistent criteria · bias-audited to EEOC and LL144 · human-in-the-loop