Enterprise talent acquisition teams managing multi-department requisitions, offer approvals, and talent CRMs.
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Primary Terms & Pricing Audited Q3 2026 | Unbiased Data
⭐️ 4.7/5 (400+ reviews)
Based on G2 & Industry Benchmark user reviews
⭐️ 4.4/5 (700+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for Ashby vs Breezy HR.
| Capability | Ashby | Breezy HR |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
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| Support & SLAs | Support & SLAs: Dedicated CSM, Ticketed support, Knowledge Base | Support & SLAs: Live Chat (paid plans), Email support, Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 50–250 seats | Ideal Headcount: 1–50 seats |
The bottom line for Enterprise
Ashby is the top-recommended platform for Enterprise. It is the stronger overall fit for this workflow. Breezy HR is the stronger alternative when you need visual drag-and-drop pipelines.
Detailed capability breakdown tailored for Enterprise. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | Ashby | Breezy HR |
|---|---|---|
| Structured scorecards | Structured scorecards plus AI interview summaries; scorecard rigor is configurable rather than Greenhouse-hardcoded methodology. | Trello-style pipelines, not structured scorecard methodology. |
| Sourcing CRM & client portals | Native sourcing CRM, pipeline analytics, and unlimited seats on Foundations (flat fee to 100 employees). | No dedicated sourcing CRM. High-volume pipeline and automations instead. |
| Scheduling & async video | Multi-time-zone self-scheduling with interviewer load analytics; not a separate Calendly dependency. | Self-service scheduling plus native asynchronous video screening (not an add-on). |
| Career site & job boards | No one-click 200-board syndication like Workable. Career site is first-party; job boards are integrations. | Job-board syndication on paid plans; Bootstrap free tier exists to trial the pipeline. |
| EEO / OFCCP compliance | GDPR plus analytics for enterprise talent ops; OFCCP audit files still trail Greenhouse Structured Hiring. | No OFCCP/EEO enterprise suite and a thin integration catalog. SAML is not the buying motion. |
| Reporting & analytics | Recruiting analytics are the product: funnel conversion, source ROI, and pipeline velocity in-product. | Lightweight pipeline reports; no Ashby analytics layer. |
| Checkr, SMS & integrations | Modern HRIS/assessment connectors; Checkr is not a native matrix item; background checks are partner/integration, not Greenhouse-deep. | Smaller marketplace than Greenhouse; Checkr is not a highlighted native matrix item. |
| Seat / usage pricing | $400/month Foundations flat fee to 100 employees, unlimited recruiter seats, no published free trial. | Free Bootstrap tier; Startup from about $157/month with a free trial. |
For Enterprise, stage automation has to survive requisition freezes, adverse-impact funnel files, and executive-search bypasses. Ashby vs Breezy HR cannot treat a sourcing extension as the system of record if OFCCP needs a reconstructable pipeline Enterprise can hand legal.
For Enterprise, structured interview kits are an audit artifact. Ashby or Breezy HR must enforce scorecards, store GDPR candidate consent with the application, and prove every interviewer used the same kit. Feedback loops that live in email are a works-council finding waiting to happen.
For Enterprise, the offer approval chain includes compensation-committee signoff, legal, and sometimes a works council. Ashby vs Breezy HR has to freeze the offer letter until that chain clears and still log who approved what. A self-serve send is a policy breach Enterprise will not survive.
For Enterprise, stage automation must survive requisition freezes, adverse-impact funnel files, and OFCCP reconstruction. Ashby vs Breezy HR cannot let a sourcing extension be the system of record. Adverse-impact reporting on the pipeline is a buying criterion Enterprise legal will raise in the RFP.
For Enterprise, structured interview kits are evidence. Ashby vs Breezy HR must store GDPR candidate consent with the application and prove every interviewer used the same kit. Feedback loops in email are a works-council issue Enterprise will not accept.
For Enterprise, the offer approval chain includes compensation-committee signoff, legal, and sometimes a works council. Ashby vs Breezy HR has to freeze the offer letter until that chain clears and log approvers. A self-serve send is a policy breach Enterprise procurement will reject.
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