Breezy HR vs Workable: SMB ATS Guide 2026 - 100Hires

Do you need a clear candidate pipeline, or a broader hiring system that can source prospects and carry new hires into HR?

In a Breezy HR vs Workable decision, Breezy HR fits an SMB that values a visual recruiting pipeline. Workable fits a team that wants wider sourcing, recruiting, onboarding, and HR coverage.

The price on the first screen tells only part of the story. This guide maps each hiring step to the plan, add-on, or credit package that makes it work.

Breezy HR vs Workable at a glance

Breezy HR keeps the recruiting workflow focused. Workable covers more ground before and after an applicant enters the pipeline.

Keep this table open next to one live role. The right choice becomes clearer once you mark the first feature that forces an upgrade or separate purchase.

Start with the bottleneck, not the brand. If applicants already arrive and the team loses track of them, pipeline design matters most. If the pipeline is empty, sourcing reach and outreach ownership move up the list.

The same logic applies after interviews. A team that stops at a hiring decision needs less software than one that wants offers, onboarding, employee records, time off, and payroll handoff in the same system.

How each platform owns the hiring workflow

An ATS is the process spine. It is not proof that every sourcing, outreach, assessment, and HR handoff is complete.

The operational-responsibility column below is our editorial interpretation. It describes work a hiring team still owns after buying the listed package.

Job setup and sourcing

Breezy HR puts the first usable recruiting workflow in Startup. A team can create jobs, build pipelines, ask screening questions, trigger actions, connect email and calendars, and schedule interviews.

Sourcing depth arrives in layers. Referrals and external recruiters sit at Growth. Nurture campaigns sit at Business. AI sourcing uses paid Breezy Intelligence credits.

Workable Standard starts with a broader feature set: active jobs subject to fair use, distribution, passive sourcing, profile search, social campaigns, candidate resurfacing, and a browser extension.

That broader feature set still has usage limits. Search with AI uses profile credits. Workable Agent uses a separate credit pool for evaluation, sourcing, and candidate chat.

Sourcing coverage does not guarantee a finished outreach process. A recruiter still decides who fits, which channel is suitable, what message is relevant, and when to stop a sequence.

This distinction appeared across buyer discussions. Teams often wanted ATS recordkeeping, active prospect search, email follow-up, and reporting at different depths. Treat each as a separate row in the buying decision.

Screening, automation, and scheduling

Breezy HR makes Stage Actions, questionnaires, and self-scheduling available across paid plans. Business adds multi-path forms, assessment links, and side-by-side candidate comparison.

Workable includes its AI Screening Assistant across recruiting plans. Assessments and video interviews are Standard add-ons but are included with Premier. Agent can handle more of the recruiting sequence, then charges by action.

Automation should route evidence, not replace judgment. EEOC guidance on employment decisions says tests must be job-related and hiring cannot rest on protected-characteristic stereotypes.

Use job-related criteria, review exceptions, and keep a human decision-maker in the loop. A polished score is still limited by the evidence behind it.

Stage-triggered communication helps when it sends the right update at the right point. It causes trouble when a stage change fires an outdated message, a rejection goes out before review, or an interview request ignores access needs.

Test each automation with dummy candidates before a live launch. Route uncertain results to a review queue, then tighten the rules after the team sees where the evidence is clear and where it is not.

Decisions, offers, onboarding, and data

Breezy HR Growth adds interview guides, scorecards, references, and eSignatures. Business adds candidate comparison, assessment links, offer approvals, offer management, and HRIS connections.

Onboarding remains a separate Breezy HR purchase. API access, advanced reporting, and data export or import sit in optional custom Pro features.

Workable connects interview kits and offer templates to a broader set of HR functions. Its packages can cover HRIS, onboarding, e-signatures, time off, time tracking, payroll preparation, and reports.

Higher tiers add scheduled reports, account support, custom onboarding, SSO, and a BI data link. Those functions matter when recruiting data must survive the handoff into employee operations.

Pricing separates entry cost from workflow cost

The public prices below were checked in July 2026 and use US dollars. Breezy HR prices its paid packages at the company level. Workable changes price by employee band.

The Workable figures shown here apply only to its displayed 1-20 employee band. A larger company needs the price for its own band.

Breezy HR paid plans and add-ons

On its public pricing page, Breezy HR displays a free Bootstrap tier, three numeric paid plans, and a custom Pro tier. Every paid plan includes unlimited users, candidates, and support.

Startup can run a real recruiting workflow. Growth becomes relevant when structured interviews, scorecards, references, or eSignatures matter. Business covers deeper screening, nurture, HRIS links, and offers.

Workable plans, add-ons, and two AI credit systems

Workable's public pricing page displays Standard, Premier, and Enterprise for the selected employee band. Premier and Enterprise are annual commitments, yet the page displays monthly-looking equivalents.

Standard add-ons display at $89/month for Texting, $109/month for Video interviews, and $59/month for Assessments. Premier includes those three functions. Agent remains separate.

Agent uses 1 credit for an evaluation, 2 for a passive candidate sourced and added, and 10 for a candidate chat. Its credits expire after one year.

Search with AI is a different credit pool. Each returned profile costs 1 AI recruiter credit, and credits refresh on the billing date. Current public pages do not display numeric plan allowances.

There is no honest universal total. A team that needs texting, video, assessments, onboarding, AI search, or Agent activity should price its actual volume.

Worked monthly package examples

These examples use displayed monthly prices checked in July 2026. Totals are calculated, exclude taxes and outside assessment costs, and do not predict what every team needs.

The examples reveal why entry price can mislead. Breezy HR Growth plus communication and onboarding is not the same workflow as Workable Standard alone. Workable Premier can simplify add-ons, but it changes the commitment.

Build your own version with the exact channels, assessments, AI volume, reporting, and handoff the team will use. A feature that sits unused has no workflow value, no matter how attractive the package looks.

Breezy HR is strongest when pipeline clarity comes first

Breezy HR's case is simple: a hiring team can see stages, move candidates, ask questions, trigger messages, schedule interviews, and collect feedback without turning the ATS into a larger HR project.

Unlimited users and candidates on paid plans help when hiring managers need access but should not create additional per-seat costs. Startup gives the team enough structure to replace an inbox or spreadsheet process.

The limit appears when the process needs more depth. Structured scorecards and references require the Growth plan. Candidate comparison, nurture, assessment links, HRIS connections, and offer management require the Business plan.

SMS, onboarding, and Intelligence remain separate purchases. API access and data export or import belong to optional custom Pro features, not every paid package.

Scattered public comments do not establish a broad consensus. Judge Breezy HR through the workflow and paid package you can test.

A good Breezy HR trial should cover more than dragging a card. Build the real stages, invite a hiring manager, send a test message, book an interview, complete a scorecard, export data, and check the upgrade point.

For a wider view of the category, compare these needs with our guide to an applicant tracking system.

Workable is strongest when sourcing and HR breadth matter

Workable's case starts before an application and continues after a hire. Distribution, passive sourcing, profile search, screening, scheduling, offers, onboarding, HRIS, employee records, and reports can live in one platform.

That can remove handoffs between a sourcing tool, ATS, and HR system. It can create a larger buying decision too. Price changes with employee band, and Premier or Enterprise requires an annual commitment.

Texting, video interviews, and assessments add cost to Standard. Search with AI and Agent use separate credit systems. A feature name alone does not tell you the volume included.

In the buyer and account records reviewed, some teams described a clear interface and wide feature set. Isolated accounts reported rigid workflows, uneven sourcing speed, reporting concerns, service issues, or manual communication.

Those reports are test questions, not a verdict on every account. Run your own role, region, approval path, report, and outreach sequence. Current official material confirms a Chrome extension, so old claims that it lacks one are stale.

A Workable evaluation should test passive search quality in the roles and regions you hire, not a generic demo query. Measure profile relevance, cleanup time, credit use, reply handling, and the path from sourced prospect to applicant.

Migration and data ownership can change the winner

An import is not a finished migration. The switch is complete when active jobs, application links, scheduled work, communication history, and ownership survive the cutover.

Current buyer conversations describe a recurring risk: an old account can close before jobs, links, files, or interviews are ready in the new system.

1. Export a sample: use one real job and a small candidate set.
2. Check history: verify files, notes, emails, consent fields, and stages.
3. Map the structure: connect jobs, departments, stages, users, and permissions.
4. Handle duplicates: decide how matching and conflicts work before the full import.
5. Test live links: submit through job boards and old application URLs.
6. Name the owner: record which vendor, plan, or internal person performs each cutover step.

Keep the former system accessible until one live role works in the new one. Confirm API, export, import, and service boundaries in writing. Do not infer migration coverage from a product's broad feature list.

Run the cutover rehearsal before the cancellation date. Save the results, owners, and fallback steps in one shared document. That record matters when a board rejects a feed, a candidate opens an old link, or a field maps incorrectly.

The final verdict depends on workflow depth

Compare the system that owns your bottleneck, not the product with the longest feature list.

Choose Breezy HR for a focused recruiting pipeline

Choose Breezy HR when visual stages, core automations, questionnaires, scheduling, reporting, and broad team access cover the daily process. It offers a clean route into structured recruiting without making HR operations part of the first decision.

Price Growth, Business, and add-ons before committing if the team needs scorecards, references, assessments, nurture, offers, HRIS links, onboarding, SMS, AI, API access, or export.

Choose Workable for broader recruiting and HR ownership

Choose Workable when passive sourcing, distribution, recruiting, onboarding, HRIS, reporting, and governance belong in one system. It makes the strongest case when those connected functions can replace other tools and reduce handoffs.

Confirm the employee band, billing commitment, Standard add-ons, and AI volume. Search with AI and Agent are separate, so test both against a real role before estimating cost.

If both verdicts sound close, price the first forced upgrade. That moment often decides the purchase: a scorecard, offer approval, SMS workflow, onboarding handoff, data export, or sourcing volume that the entry package cannot cover.

100Hires is the AI-first SMB option when neither fits

Disclosure: 100Hires publishes this comparison. Our assessment of 100Hires relies on current 100Hires product documentation, since this research found little or no independent external coverage of the product.

100Hires fits an SMB that wants AI-assisted screening, contextual candidate review, candidate sourcing and import, enrichment, outreach, scheduling, and pipeline automation inside one recruiting system.

100Hires' current public pricing page displays three numeric plans plus Enterprise. The values below use US dollars and the displayed 1-20 employee band.

Annual totals are arithmetic from the displayed annual-billing monthly equivalents. Prices can change with company size, so select your own employee band before budgeting.

There are real limits. In a May 2026 internal sales workflow involving more than 98,000 legacy candidates, 100Hires did not offer automatic database-wide matching. Filters, tags, keyword search, or manual review were the available paths.

AI output depends on the evidence available to it and does not replace recruiter judgment. A score cannot verify a skill that has not been evidenced.

Test 100Hires with the same discipline you would use for Breezy HR and Workable. Import a live role, set job-related criteria, score known profiles, inspect the evidence, send a test sequence, book an interview, and export the result.

The best result is not the highest AI score. It is a workflow the team can explain, audit, and correct when the source material is incomplete.

If those boundaries fit your process, start a 100Hires trial and run the same live role used in your Breezy HR or Workable test.

Frequently asked questions

Which is better, Breezy HR or Workable?

Breezy HR is better for a focused visual recruiting pipeline. Workable is better when sourcing, recruiting, onboarding, and HR need one broader system. 100Hires is our publisher-owned AI-first option for SMBs that want screening and workflow automation, with the limits disclosed above.

Is Breezy HR cheaper than Workable?

Breezy HR's Startup price is lower than Workable Standard's displayed 1-20 employee price, but upgrades and add-ons can change the total. For the displayed 1-20 employee band, 100Hires Start is $99 monthly or $49 per month on annual billing.

Does Workable include sourcing and AI screening?

Workable includes broad sourcing and its AI Screening Assistant, then meters Search with AI and Agent separately. 100Hires provides AI Scoring and Copilot, but a recruiter must review the evidence and make the hiring decision.

Does Breezy HR include onboarding?

Breezy HR lists Onboard as a separate paid add-on. Workable includes onboarding in its broader set of HR functions. 100Hires supports migration and a Gusto integration, but the evidence used here does not establish a full built-in HRIS module.

What should an SMB test before switching ATS platforms?

Test export, files, notes, stage history, mapping, duplicates, active links, schedules, and one live role before closing the old account. In a May 2026 internal sales workflow, 100Hires did not automatically match a database of more than 98,000 legacy candidates.