Breezy Hr
Integrate Breezy HR to streamline your recruiting and applicant tracking processes.
Verdict
Common use cases
- Summarize candidate pipeline for exec review
- Identify interview scheduling bottlenecks
- Draft rejection emails with context
- Compare finalist profiles side by side
- Track time-to-hire across departments
Integration
- Vendor
- Breezy Hr
- Category
- other
- Auth
- API_KEY
- Composio slug
breezy_hr
Tools
Setup
Setup guide
- 11. In Switchy, open your workspace settings and navigate to the Integrations page. 2. Find Breezy HR in the MCP directory and click Connect. 3. Log into your Breezy HR account as an admin and go to Settings > API Access. 4. Generate a new API key — copy it immediately since Breezy HR won't show it again. 5. Paste the key into Switchy's connection dialog and click Authorize. 6. Switchy will verify the key works by fetching your company name. 7. Once connected, open any Project and type '@Breezy HR' followed by a question like 'show me open roles' to confirm the MCP responds. 8. If the connection fails, double-check the API key hasn't expired and that your Breezy HR plan includes API access.
What teammates see: by default, memories from Breezy Hr are scoped to the Project (PROJECT visibility) - you can mark any memory PRIVATE or share it ORG-wide.
Works well with
Top models
Compatibility data appears once enough Projects have used this MCP together with a given model.
How Switchy teams use it
Starter prompts
Pipeline Health Check
@Breezy HR show me the current candidate count by stage for all active job postings, and flag any roles where candidates have been stuck in one stage for more than two weeks.
Candidate Summary for Debrief
@Breezy HR summarize the top three candidates for the Senior Engineer role, including their interview scores, key skills, and any red flags noted by interviewers.
Time-to-Hire Report
@Breezy HR calculate the average time-to-hire for roles closed in the last quarter, broken down by department, and highlight any outliers.
Interview Scheduling Gaps
@Breezy HR list all candidates who passed a phone screen more than five days ago but don't have an onsite interview scheduled yet.
Draft Rejection Email
@Breezy HR draft a rejection email for the candidate who interviewed for Product Manager last week, acknowledging their strong communication skills but noting the team chose someone with more B2B SaaS experience.
Example outputs
Illustrative - representative of the model's voice and quality, not literal recordings.
@breezyhr show me all candidates who applied in the last 7 days for our Senior Engineer role, grouped by pipeline stage
Here's an illustrative summary of recent applicants for the Senior Engineer position: 12 candidates applied in the past week. 5 are in 'New Applications' (awaiting initial review), 4 moved to 'Phone Screen' (scheduled or completed), 2 advanced to 'Technical Interview', and 1 reached 'Final Round'. The most recent applicant submitted their resume 6 hours ago. This snapshot reflects your current pipeline state and helps prioritize next steps for each stage.
This example demonstrates candidate filtering and pipeline visibility. Requires API key with read access to positions and candidates. Breezy HR's API returns candidate metadata but not resume attachments or detailed scorecards — you'll see names, stages, and timestamps, not full application content.
@breezyhr move candidate Sarah Chen from Phone Screen to Technical Interview stage and send her the coding challenge email template
Sarah Chen has been moved from 'Phone Screen' to 'Technical Interview' in the Senior Engineer pipeline. The system sent your pre-configured 'Coding Challenge' email template to sarah.chen@example.com at 2:47 PM. The email includes the HackerRank link and 5-day deadline. This action is logged in Sarah's candidate timeline and triggers any automations you've set for the Technical Interview stage.
This write operation shows stage transitions and templated communication. Side-effect: the candidate receives an email immediately, so verify the correct template before running. Requires API key with write permissions. If your Breezy account has approval workflows enabled, some stage moves may require manual confirmation in the UI.
@breezyhr summarize hiring velocity for Q1 — how many days from application to offer across all filled roles, and which stage had the longest average wait time
In Q1, your team filled 8 positions with an average time-to-offer of 23 days from initial application. The longest bottleneck was the 'Technical Interview' stage, averaging 9 days per candidate (likely due to scheduling conflicts and feedback collection). 'Phone Screen' moved fastest at 3 days average. Two roles (Product Designer, DevOps Engineer) closed in under 18 days, while Backend Engineer took 34 days. This analysis helps identify process improvements for future hiring cycles.
This synthesis example combines candidate timeline data with AI reasoning to surface hiring metrics. The MCP provides raw stage-transition timestamps; the AI calculates averages and identifies patterns. Accuracy depends on consistent stage usage across your team — if recruiters skip stages or use custom workflows, metrics may need manual validation.
Use-case deep-dives
When Breezy HR makes sense for weekly hiring syncs
A 6-person startup hiring two engineers runs a Monday sync where the founder and lead dev review candidate status. The Breezy HR MCP lets them query pipeline stage counts, pull recent applicant notes, and check interview schedules without opening the ATS. This works if your team already lives in Breezy and the API key has read access to candidates and positions. The win is speed: you skip the browser tab shuffle and get answers in chat. The threshold: if you're only hiring once a quarter, the setup overhead outweighs the benefit. If you're running 3+ open roles and syncing twice a week, the MCP pays off in the first month.
Using Breezy HR to snapshot candidate context for new team members
A contract recruiter wraps a 90-day engagement and needs to hand off 12 active candidates to the internal HR lead. The Breezy HR MCP pulls candidate summaries, interview feedback, and stage history into a shared Switchy thread. The new lead reviews the context without learning Breezy's UI or chasing email threads. This scenario assumes the MCP supports candidate detail lookups and note retrieval (not yet confirmed in the tool list). If Breezy's API limits historical data or requires separate permissions per recruiter, the handoff gets messy. The call: if your hiring process has frequent owner changes and Breezy holds the system of record, the MCP turns tribal knowledge into readable artifacts.
When Breezy HR helps pull hiring records for legal review
A 40-person company faces an EEOC inquiry and legal counsel needs a report of all candidate interactions for a specific role posted six months ago. The Breezy HR MCP queries applicant records, interview notes, and rejection reasons, then formats the output for the legal team. This works if Breezy's API exposes audit-level detail and the API key has admin scope. The edge case: if Breezy redacts sensitive fields at the API layer or your data retention policy conflicts with their storage limits, you'll need manual exports anyway. The verdict: if you run compliance reviews more than once a year and Breezy is your ATS of record, the MCP saves 4-6 hours of CSV wrangling per audit.
Frequently asked
What does the Breezy HR MCP do in Switchy?
It connects your Breezy HR account to Switchy so AI agents can read candidate data, job postings, and interview schedules. Since no specific tools are documented yet, expect basic read access to applicant tracking information. You'll authenticate once with an API key, then any team member can query hiring pipeline data through natural language.
Do I need admin access to connect Breezy HR?
You need permission to generate API keys in Breezy HR, which typically requires admin or owner-level access. The API key you create determines what data Switchy can see—if your Breezy account restricts certain candidate fields or jobs, the MCP inherits those limits. Check your role permissions in Breezy before connecting.
Can the MCP post new jobs or update candidate statuses?
Unknown until tool definitions are published. Most ATS integrations start read-only to avoid accidental pipeline changes. If you need to move candidates between stages or edit job descriptions, expect to do that directly in Breezy HR for now. The MCP will likely focus on surfacing data for AI analysis first.
How is this different from using Breezy HR's dashboard?
The MCP lets you ask questions across hiring data without clicking through Breezy's interface—think "show me all frontend candidates who interviewed last week" in plain English. You lose Breezy's visual pipeline and bulk-action buttons, but gain the ability to combine hiring data with other tools in Switchy's workspace.
Who on the team should connect this integration?
Whoever owns your Breezy HR account and understands which candidate data is sensitive. Once connected, any Switchy user can query the data through AI, so treat the API key like a shared credential. If your team has recruiters and hiring managers with different access levels in Breezy, connect with the broadest appropriate permissions.