Breezy HR connector

Use your Breezy HR data for reporting, automation and AI.

Data Panda pulls your Breezy HR positions, candidates, pipeline stages and scorecards into the same warehouse as your finance, marketing and operations data. From one place we turn it into dashboards, automations and AI workflows that recruiters, hiring managers, HR and finance read off the same numbers, instead of one report per job inside the ATS.

Breezy HR

About Breezy HR

An end-to-end ATS for SMBs, built around a visual hiring pipeline.

Breezy HR was founded in 2014 by Darren Bounds in Jacksonville, Florida, and is now headquartered in Raleigh, North Carolina. It is an end-to-end applicant tracking system aimed at small and mid-sized hiring teams who want one tool for sourcing, screening, scheduling, scorecards, offer management and onboarding, instead of stitching three or four point-products together. Public figures put the install base around 17,400 companies across 83 countries, with 28.9 million candidates processed and 400,000-plus hires made through the platform. In April 2019, Breezy HR was acquired by London-listed Learning Technologies Group plc and now sits in LTG's talent and learning portfolio alongside PeopleFluent, Affirmity and Bridge.

The product is built around a visual Kanban pipeline. Positions live at the top, candidates move through configurable stages (typical defaults: applied, interviewing, feedback, offer, hired, disqualified), and the team works the candidate card itself: notes, scorecards, video interviews, scheduled meetings, offer letters and reference checks. Job-board distribution covers more than fifty channels with a single click, candidate sourcing pulls from LinkedIn and other public profiles, and Breezy Perform layers performance reviews on top once someone is hired. The API exposes positions, candidates, pipelines, stages, scorecards and the events that move a candidate from one stage to the next, which is exactly what a warehouse needs to reconstruct funnel and time-in-stage history.

What your Breezy HR data is for

What you get once Breezy HR is connected.

Recruiting and pipeline reporting

Time-to-hire, time-in-stage and source quality on one set of numbers, joined to recruitment spend and probation outcomes.

Time-to-hire per role family, department and recruiter, with the stage where candidates drop off
Source-of-hire quality: applications, offers and twelve-month retention per channel, not just application volume
Interviewer participation: scorecards completed per reviewer, time-to-feedback and slate balance per role

Process automation

Turn an offer, a stalled candidate or a missing scorecard into the right downstream action across HR, payroll and the hiring team.

Signed offer in Breezy HR creates the new starter in the HRIS and seeds the payroll record
Stalled candidates and overdue scorecards ping the responsible recruiter and hiring manager in the right channel
Job-board posting spend reconciled against the offers and twelve-month retained hires it produced

AI workflows

Put the candidate timeline, scorecard notes and hiring outcomes behind AI that sees the full TA picture.

Match scoring on open positions against the existing Breezy HR talent pool, weighted by department and prior pipeline outcomes
Probation-risk scoring on new hires using scorecard patterns, source signal and time-in-stage history
Natural-language Q&A across notes, scorecards and the candidate timeline for recruiters and hiring leads

Custom apps on your data

Lightweight tools for recruiters, hiring managers, HR and finance that sit on Breezy HR data instead of more SaaS subscriptions.

Hiring manager scorecard: open positions, time-in-stage, scorecards owed and offer status in one view
Recruiter productivity board with applications, qualified shortlists, offers and twelve-month retained hires
Cost-per-hire tracker that mixes Breezy HR offers with agency fees, job-board spend and internal recruiter time

Use cases

Use cases we deliver with Breezy HR data.

A list of concrete reports, automations and AI features we have built on Breezy HR data. Pick the one that matches your situation.

Time-to-hire reportingDays from position opened to offer accepted, per role family, department and recruiter.

Time-in-stage analysisHow long candidates sit per pipeline stage, with the stages where they consistently stall.

Pipeline funnel conversionApplication-to-interview-to-offer conversion, per source, role and recruiter.

Source-of-hire qualityApplications, offers and twelve-month retention per source channel, not just volume.

Scorecard completion trackingScorecards completed per interviewer, time-to-feedback and slate balance per role.

Job-board ROISpend per job board reconciled against offers and retained hires, not impressions.

Recruiter productivityOpen positions, candidates worked and offers produced per recruiter, normalised for role complexity.

Open-position agingPositions open past their target start date, by team and hiring manager.

Hiring manager engagementDays between candidate move and hiring manager response, per manager and role.

Offer acceptance and declineAcceptance rate, decline reasons and salary deltas on declined offers.

First-year retention by sourceHires retained twelve months out, attributed back to the source and recruiter.

Cost-per-hire modellingRecruiter time, job-board spend and agency fees combined into a real cost-per-hire.

Real business questions

Answers you will finally get.

How long does it really take us to fill a role in Breezy HR?

Time-to-hire from position opened to signed offer, split per role family, department and recruiter, with the pipeline stage where candidates drop off and the average days spent in each stage. Hiring managers see which positions quietly slip past eight weeks and which sources consistently deliver, instead of one funnel chart per job rebuilt by hand each Monday.

Which sources produce the hires we end up keeping?

Applications, offers and twelve-month retention per source channel, not just application volume. The job board that ships a thousand CVs but no probation survivors stops looking strong, and the niche source that quietly produces the people who stay reads as the priority it deserves.

Where in the pipeline does our hiring team itself slow us down?

Time-in-stage joined to scorecard completion per interviewer and hiring manager. The 'feedback' and 'interviewing' stages where a slate sits for nineteen days waiting on one reviewer become a number on the manager's own dashboard, instead of a recruiter complaint nobody can quantify.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Cost-per-hire reconciled against the ledger: agency fees, job-board spend and internal recruiter time joined to the offers and probation survivors they produced. You see which open positions are running over budget before the close, not after.

For sales leaders

Quota coverage against the staffed sales team and the AE roles still open in Breezy HR. You see when a territory will fall below coverage because the next hire is two stages behind, not when the pipeline already shows the gap.

For operations

Open positions, time-in-stage and onboarding readiness in one delivery picture. The capacity plan stops being three screenshots stitched the morning of the planning call.

Ideas

What you can automate with Breezy HR.

Breezy HR

Pair with Slack

Push pipeline events into the right Slack channels

Stage changes, signed offers and overdue scorecards in Breezy HR drive the right Slack messages into the right places: a hiring channel post when a candidate moves to interviewing, a manager DM when a scorecard sits open past forty-eight hours, and a celebration post in the team channel when an offer is signed. Recruiters stop running a manual nudge round on Friday afternoon.

Breezy HR

Pair with HubSpot

Align sales-rep ramp and quota coverage

Open AE positions and signed offers in Breezy HR keep the HubSpot quota-coverage view in sync with the sales team that will be in seat next quarter, including ramp dates per new rep. Revenue leaders see when a territory will slip below target coverage because a hire is two pipeline stages behind, weeks before the pipeline report flags it.

Breezy HR

Pair with Exact Online

Reconcile recruitment spend against the ledger

Agency invoices, job-board subscriptions and recruiter expenses booked in Exact Online are matched to Breezy HR positions, sources and signed offers, so cost-per-hire is a real number per role family rather than a quarterly estimate. Finance sees which open positions are running over their hiring budget before the close, not in the post-mortem.

Breezy HR

Pair with Calendly

Keep interview scheduling and pipeline stages in sync

Calendly bookings for screens, panels and final-round interviews create the corresponding events on the candidate timeline in Breezy HR, with the right stage and reviewer attached. No-shows and reschedules update the time-in-stage clock automatically, so the funnel report reflects what really happened, not what was planned at the start of the week.

Breezy HR

Pair with monday.com

Plan onboarding the day an offer is signed

A signed offer in Breezy HR triggers the onboarding board in monday.com: laptop and account requests, training assignments, buddy pairing and first-week plan, all keyed to the agreed start date. IT, HR and the hiring manager see the same checklist, and a slipped start date moves the dependent tasks instead of leaving them stranded.

Breezy HR

Pair with HiBob

Hand the new hire over to the HRIS without re-typing

A signed offer in Breezy HR creates the employee record in HiBob with the agreed role, manager, department, start date and compensation, and seeds the onboarding workflow there. The recruiter stops re-typing details into HiBob the morning the new colleague starts, and the candidate-to-employee timeline is one continuous record across both tools.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Breezy HR data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Breezy HR to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Breezy HR connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which Breezy HR objects land in the warehouse?

The connector pulls positions, candidates, pipelines and their stages, scorecards, interviewers, sources, offers and the events that move a candidate from one stage to the next. That covers the reporting surface most TA, finance and operations dashboards need, including time-to-hire, time-in-stage, source-of-hire quality and scorecard completion.

How do we handle candidate privacy and GDPR in the warehouse?

Candidate PII (names, contact details, CV text, scorecard notes) can be kept in restricted schemas that only TA and HR roles reach, while aggregate funnel, time-in-stage and source-of-hire metrics power the dashboards the rest of the business uses. Retention rules in the warehouse mirror the GDPR retention you set in Breezy HR, so a deleted candidate disappears downstream too.

Will the sync run into Breezy HR's API limits?

The Breezy HR API is rate-limited per company. We use incremental extraction keyed on candidate and position update timestamps, so daily syncs on mid-sized tenants stay well within the budget and do not compete with the in-product integrations the recruiting team relies on.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Breezy HR setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors