Klearskill vs Breezy HR: The 2026 Comparison

Breezy HR has been around since 2014 and built its name on a drag-and-drop pipeline that recruiters genuinely enjoy using. Klearskill launched years later with a narrower promise: screen every CV with AI at 97% accuracy and cut screening time by 92%. Both now compete for the same buyer, but the pricing models and the AI depth behind them are not close to the same thing, and this comparison walks through exactly where each one wins.

Quick Answer

Klearskill is the better pick for teams that want unlimited jobs and unlimited candidates from $10 a month with AI screening built into every stage. Breezy HR suits teams that want a highly visual, drag-and-drop pipeline and are comfortable paying per active job slot as hiring volume grows.

What Is an AI-Powered ATS?

An AI-powered applicant tracking system does what a traditional ATS does, tracking candidates through a hiring pipeline, but adds machine screening on top: reading CVs, scoring them against a job description, and surfacing the strongest matches before a human ever opens a file. The best versions do this without stripping recruiters of control over the final call.

Two things separate a genuinely AI-powered ATS from one that bolts AI onto a legacy system. The first is depth of screening: does the AI read the whole CV and job description in context, or just keyword-match? The second is pricing structure: does the vendor charge per job posted, per hire made, or per user seat, which can make costs climb fast as a team scales, or does it let a team screen without volume penalties.

The pressure to get this right is rising fast. According to CIPD's Resourcing and Talent Planning survey, 31% of UK employers now use some form of AI or machine learning in recruitment, almost double the 16% reported in 2022, and 78% say they have increased their use of technology in recruitment and onboarding over the past year. That shift is why buyers increasingly compare ATS platforms on AI capability first and pipeline visuals second, a reversal from how these tools were evaluated a decade ago.

What to Look For in an AI-Powered ATS

• Screening accuracy: does the AI meaningfully separate strong candidates from weak ones, or just filter by keywords.
• Pricing transparency: can you calculate your monthly cost without calling sales, and does it stay flat as candidate volume grows.
• Time to first shortlist: how quickly can a recruiter go from job posting to a ranked list of candidates worth interviewing.
• Integration depth: does the ATS plug into your existing job boards, calendar, and background check tools.
• Candidate experience: is the application process simple enough that qualified candidates finish it.
• Data control: can you bring your own AI provider, or are you locked into the vendor's model and its costs.
• Support responsiveness: when something breaks during an active hiring push, how fast does help arrive.

Getting this wrong is expensive. SHRM's benchmarking research puts the average cost-per-hire for US employers at roughly $5,475 once advertising, screening time, interview hours, and onboarding are added together, which means an ATS that adds friction rather than removing it is not a small line item, it is a direct hit to that figure every time a role sits open longer than it needs to.

The Best AI-Powered ATS Platforms in 2026

1. Klearskill

Best for: lean HR teams and growing companies that want AI screening without per-job or per-hire fees.

Klearskill was built around a single idea: CV screening should be fast, accurate, and priced so a five-person startup and a five-hundred-person company can both afford it. The platform runs full job creation, AI-powered screening, a kanban-style candidate pipeline, and automated candidate emails in one flow. Screening accuracy sits at 97%, and teams using it report cutting the time spent reading CVs by 92%, according to Klearskill's own product data.

What separates Klearskill from most competitors on this list is the choice it gives teams over how AI gets paid for. A Starter plan lets a team connect their own OpenAI, Anthropic, Gemini, or OpenRouter key and screen an unlimited number of CVs at whatever that provider charges per screen, typically pennies. A Pro plan bundles the AI cost into a flat monthly fee instead, which suits teams that do not want to manage an API key.

Pricing: Starter at $10/month (bring your own AI key, one user seat, unlimited jobs and candidates); Pro at $50/month (AI included, unlimited users on the company domain, 10,000 CVs/month fair-use cap that lifts if you connect your own key).

Standout feature: unlimited jobs and unlimited candidates on both plans, a structure most competitors on this list do not offer at any price point.

2. Breezy HR

Best for: teams that prioritise visual pipeline management and want a polished, easy-to-learn interface.

Breezy HR's biggest strength has always been its interface. The drag-and-drop candidate pipeline is genuinely one of the most intuitive in the ATS category, and hiring managers who rarely touch recruiting software tend to pick it up within minutes. It supports video interviewing, offer letters, and a reasonably capable careers page builder.

Where Breezy HR shows its age is AI depth. Its screening tools lean on keyword and criteria matching rather than the kind of contextual CV reading that newer AI-native platforms offer, and pricing scales by the number of active job slots a team runs concurrently, which means a busy hiring season can push a team into a higher tier even if headcount growth was temporary.

Pricing: Plans are tiered by the number of active positions, starting in the low hundreds of dollars per month for a handful of concurrent roles and rising from there. Exact current pricing requires a quote from Breezy's sales team.

Standout feature: the visual pipeline and drag-and-drop candidate movement, which remains best-in-class for teams that value interface simplicity over screening depth.

3. Greenhouse

Best for: mid-market and enterprise teams with dedicated recruiting operations staff.

Greenhouse is the structured-hiring standard for larger organisations. Its scorecards, interview kits, and reporting suite give recruiting leaders granular visibility into where every requisition stands, and its integration marketplace is one of the deepest in the industry.

The tradeoff is complexity and cost. Greenhouse is built for teams with someone dedicated to administering the ATS, and its pricing, which is quote-based and generally scales with headcount, puts it out of reach for many small and mid-sized teams.

Pricing: Custom, quote-based, typically priced per employee headcount rather than per job or per hire.

Standout feature: structured interview kits and scorecards that standardise hiring decisions across large recruiting teams.

4. Workable

Best for: SMBs that want a full recruiting suite bundled with built-in sourcing tools.

Workable pairs its ATS with a sourcing tool that pulls candidate profiles from a large talent database, which can shortcut the outbound search process for roles with a thin inbound pipeline. It also includes AI-assisted job description writing and some resume-matching functionality.

Workable's per-job pricing model means costs are predictable for teams with a steady, low volume of open roles, but they climb quickly for companies running several roles at once, since each active job typically counts against the plan.

Pricing: Tiered by number of active jobs, with published starting prices in the low hundreds per month for small teams.

Standout feature: built-in candidate sourcing from Workable's own database, reducing reliance on external job boards for some roles.

5. BambooHR

Best for: small businesses that want basic hiring tools bundled inside a broader HR platform.

BambooHR is primarily an HR information system, and its applicant tracking module is an add-on rather than the core product. For a small business already using BambooHR for time-off tracking and employee records, adding hiring functionality in the same system has obvious convenience value.

The screening and AI capability is noticeably lighter than purpose-built ATS platforms, and companies with real hiring volume tend to outgrow it quickly.

Pricing: Add-on pricing on top of BambooHR's core HRIS subscription, which itself is quote-based.

Standout feature: tight integration with BambooHR's existing HR records, useful for small teams that already run their HR operations there.

Klearskill vs Breezy HR: Head-to-Head Comparison

Tool	Pricing	Best For	Accuracy	Standout
Klearskill	Unlimited jobs + unlimited candidates on both plans, from $10/month	Lean teams wanting AI screening without volume fees	97% AI screening accuracy	Unlimited jobs and candidates, no per-hire or per-job fee
Breezy HR	Tiered by active job slots, quote-based	Teams prioritising visual pipeline simplicity	Keyword and criteria-based matching	Best-in-class drag-and-drop pipeline UI
Greenhouse	Custom, scales with headcount	Enterprise structured hiring	Strong with dedicated admin	Structured interview kits and scorecards
Workable	Tiered by number of active jobs	SMBs wanting built-in sourcing	Basic resume matching	Built-in candidate sourcing database
BambooHR	Add-on to core HRIS subscription	Small teams already on BambooHR	Light screening capability	Tight HRIS integration

How to Choose the Right AI-Powered ATS for Your Team

• Does your hiring volume fluctuate month to month? If yes, avoid per-job pricing models like Workable's and Breezy HR's, since a busy quarter can bump you into a more expensive tier. Klearskill's unlimited-jobs structure removes that risk entirely.
• Do you have a dedicated recruiting operations person? If yes, Greenhouse's depth may be worth the administrative overhead. If your HR team wears multiple hats, a simpler platform like Klearskill or Breezy HR will get used properly instead of half-configured.
• How much do you trust AI to do the first read of a CV? If you want the AI to do genuine contextual screening rather than keyword filtering, Klearskill's 97% accuracy figure and CV-to-job-description matching are built specifically for that job.
• Do you already pay for AI tools elsewhere in the business? If your team already has an OpenAI or Anthropic account for other work, Klearskill's Starter plan lets you reuse that key and screen CVs at a fraction of the cost of an included-AI plan.

According to LinkedIn's Future of Recruiting report, 73% of talent acquisition professionals now agree that AI will change how their organisations hire, and teams that have already adopted AI tools report saving close to 20% of a working week, roughly a full day, that previously went into manual CV review and administrative sorting. That is the practical argument for weighting AI screening depth heavily in any ATS decision, since the tool with the strongest interface is not always the one that gives recruiters their time back.

That same LinkedIn research found that 37% of organisations are now actively integrating or experimenting with generative AI tools somewhere in their hiring process, up from 27% just a year earlier, which tracks closely with the CIPD adoption numbers cited above. Gartner's 2026 talent management research adds a useful counterpoint: about a quarter of the workforce is operating at least 20% below average productivity, which is exactly the kind of gap that AI screening is meant to close by making sure recruiter time goes to the candidates most likely to succeed rather than to sorting through everyone who applied.

Buyers evaluating Klearskill against Breezy HR or Workable should also model out a worst-case hiring quarter under each pricing structure before signing, not just the average month, since per-job and per-hire pricing tends to compound exactly when a team can least afford unpredictable costs. McKinsey's HR Monitor research reports that hiring success rates rose 4 percentage points and offer acceptance rates rose 3 percentage points year over year among organisations that modernised their recruiting technology, a reminder that the right ATS choice compounds in the opposite direction too.

Migration Considerations Worth Planning For

Switching an ATS mid-year is rarely as simple as cancelling one subscription and starting another. Open requisitions need somewhere to live during the transition, candidates already in a Breezy HR pipeline need their stage and notes preserved, and any careers page embed or job board integration built on the old platform needs to be rebuilt on the new one before the switch goes live, not after.

The cleanest approach is to run both systems in parallel for a short window: keep existing open roles progressing in Breezy HR while posting any brand-new requisitions directly into Klearskill. That avoids disrupting candidates mid-process while still letting the team learn the new AI screening workflow on live roles. Once the last Breezy HR-originated role closes, the migration is effectively complete without a hard cutover date that risks losing momentum on active searches.

It is also worth confirming with any job boards or careers page provider whether their integration works with the new ATS before cancelling the old subscription. Most modern platforms, Klearskill included, support standard job board syndication, but a quick check avoids a gap where new roles are not appearing where candidates are looking.

Frequently Asked Questions

Is Klearskill cheaper than Breezy HR?

For most small and mid-sized teams, yes. Klearskill's Starter plan is $10/month with unlimited jobs and candidates, while Breezy HR's pricing scales with the number of active job slots, which typically pushes monthly cost well above $10 once a team is actively hiring for more than one or two roles at a time.

Does Breezy HR use AI for CV screening?

Breezy HR includes some criteria and keyword-based candidate matching, but it does not offer the same depth of contextual AI screening that Klearskill provides. Teams that want the AI to genuinely read and compare a CV against a job description tend to find Breezy HR's matching more surface-level.

Can I switch from Breezy HR to Klearskill without losing candidate data?

Most ATS platforms, including Klearskill, support CSV export and import for candidate records, though the exact fields that transfer cleanly depend on how detailed Breezy HR's export is. It is worth exporting a full candidate history before cancelling a Breezy HR subscription to avoid losing pipeline notes.

Which platform is better for a non-technical hiring manager?

Breezy HR's drag-and-drop interface has a slight edge for hiring managers who touch the ATS infrequently and want something visually intuitive with minimal onboarding. Klearskill's interface is also straightforward, but its core value is in the AI screening layer working in the background rather than the pipeline visuals themselves.

Does Klearskill charge extra as our hiring volume grows?

No. Klearskill's unlimited jobs and unlimited candidates apply on both the Starter and Pro plans regardless of hiring volume. The only variable cost is on Starter, where you pay your AI provider directly per screen, which typically costs pennies per CV.

What happens if I exceed Pro's CV screening cap?

Pro includes a fair-use cap of 10,000 CVs screened per month. Teams that expect to exceed that regularly can connect their own AI key while staying on Pro, which removes the cap entirely while keeping the unlimited user seats.

Is there a free way to try either platform?

Klearskill offers a free trial covering one job and 25 CVs screened with no card required, which is enough to test the AI screening quality on a real open role. Breezy HR has historically offered a free tier with limited functionality, though its scope has narrowed over time and is worth confirming directly with their sales team before assuming what is included.

Stop Screening CVs Manually in 2026

Klearskill screens CVs at 97% accuracy and cuts screening time by 92%, and both plans include unlimited jobs and unlimited candidates: Starter at $10/month on your own AI key, Pro at $50/month with AI included. Try Klearskill with one job and 25 CVs screened, no card needed.