HeyTalent is the best option over Breezy HR for headhunters and agencies whose published job ads don't attract the scarce profile, because it goes looking for that person on LinkedIn, finds their email and phone number and reaches out automatically, with a free ATS to track the process. Breezy HR performs better in the opposite case: applications arrive from job boards and what breaks is answering them, scheduling interviews and evaluating consistently. Since each one covers a different stage of the funnel, the decision depends on which of the two problems blocks the client shortlist first.
What Breezy HR is and what HeyTalent is
Breezy HR is an ATS (applicant tracking system) for teams that receive applications: it distributes jobs to job boards, centralises applications, sends automated emails and coordinates interviews and evaluations. An ATS is defined as the record of every application received: its stage, its reviewers and the reason behind each move forward or rejection.
HeyTalent is defined as AI sourcing for people who find candidates on assignment (agencies, headhunters, staffing firms and RPOs): from a brief it builds the LinkedIn search, scores profiles with custom AI variables, finds contact details and launches LinkedIn sequences. That work before any application exists is sourcing in recruitment.
HeyTalent vs Breezy HR in 2026: comparison by criterion
In 2026, HeyTalent and Breezy HR don't compete for the same slot: HeyTalent fills the pipeline with people who don't know about the role yet, and Breezy HR organises those who have already applied. The table reflects what each vendor publishes.
| Criterion | HeyTalent | Breezy HR |
|---|---|---|
| Core function | Outbound sourcing and LinkedIn outreach | Managing the application flow |
| Process stage | Before the application | From application to hire |
| Candidate source | LinkedIn profiles, including outside your network | Applications from job boards |
| Contact data | Profile email and phone | Outside its focus |
| Automation | Connection requests with a note, follow-ups and InMails | Emails and interview scheduling |
| ATS | Included, at no cost | It is the product |
| Pricing | Per organisation, from €93/month on the annual plan | Tiered, check on their website |
| GDPR | Public data under legitimate interest, never resold | Consent, retention and access-request tools |
What HeyTalent does when Breezy HR isn't getting candidates
HeyTalent covers the stretch before Breezy HR: going from the client's brief to a list of qualified profiles you are already talking to. HeyTalent turns the job description into advanced LinkedIn filters, without a LinkedIn Recruiter licence and beyond the consultant's own network.
Profiles are read from LinkedIn at the moment of the search, so the experience the consultant reviews is current. AI variables prioritise by career path or signals of a language, and those remain signals. The Spanish data protection authority's warning on AI processing sets the line for not turning those inferences into filters for access to employment.
Once the list is reviewed, HeyTalent finds the email and phone number of the chosen profiles, so you don't depend on InMail alone; the guide to data enrichment for recruiting explains how to use them responsibly. Then a sequence of connection requests, follow-up messages and InMails runs on its own on LinkedIn, and whoever replies lands in a shared team inbox. Connection requests with a note may require LinkedIn Premium Business.
In their first month with the tool, teams gain 60% speed on average according to the figures HeyTalent publishes, attributed to shorter, better-filtered lists. It is a self-reported figure for that first month: it doesn't compare against Breezy HR and doesn't measure time to hire.
The limit, stated plainly: HeyTalent doesn't replace Breezy HR in a team that receives hundreds of applications per job. The free HeyTalent ATS comes with a careers page, public or link-only job posts, application forms and pipelines you can share with the client, but it doesn't push jobs to job boards the way Breezy HR does.
How to tell whether the problem is finding candidates or managing them
To choose between HeyTalent and Breezy HR, find where the role gets lost: with nobody to call, sourcing is missing; with applications nobody answers or follows up, management is missing.
Spain had 149,962 job vacancies in the first quarter of 2024, 5,965 of them in programming, consulting and IT services, according to the SEPE report on labour supply and demand, Spain's public employment service.
To decide with your own numbers, trial HeyTalent for two weeks on a hard-to-fill role, for example 40 data engineering profiles in Madrid, against your current method:
- Time to shortlist: from the start of the search to a list the hiring lead accepts.
- Valid contacts: unique profiles with a usable channel, over profiles reviewed.
- Response rate: people who reply over people who received the message, separating yeses and nos.
- Duplicates: repeated records over imported records.
How applications are managed in HeyTalent and in Breezy HR
Breezy HR works on applications that already exist, and with a high inbound volume it is the natural choice: HeyTalent doesn't aim for that role.
HeyTalent ties conversation to tracking: from the inbox, one click moves the candidate into its ATS, and any consultant can reply from a colleague's LinkedIn account without switching sessions.
To present candidates to the client, the HeyTalent report generator uses AI to write a report from the CV, interview notes and transcript, with the agency's structure and branding, and every section can be edited before sending. It is part of the paid plans, not the free ATS, and it isn't analytics: time per stage or application source is the territory of an ATS like Breezy HR.
How to use HeyTalent alongside Breezy HR without duplicate candidates
Adding HeyTalent to Breezy HR is a data handover, not a migration. HeyTalent exports to CSV without limits; don't assume there is a native connector between the two.
Set one system of record per data type: HeyTalent for search and first contact, Breezy HR for interviews, evaluations and decisions. Before you start, check:
- Export: a sample that keeps identifiers, custom fields and notes.
- Role permissions: what a consultant, a manager and an external client can see.
- History: who changed an application, when, and where that is logged.
If you are unsure about the ATS itself, review the ATS options for recruiting teams in Spain.
What GDPR requires when combining sourcing and an ATS in Spain
GDPR requires a legal basis and a purpose to be set before extracting profiles or sending messages, and neither HeyTalent nor Breezy HR can do that for the agency. Spain's data protection authority (AEPD) received around 19,000 complaints in 2024, with 28% more employment-related cases and 281 decisions with fines totalling €35,592,200, according to its press release on the annual report.
The legal basis doesn't come with the licence. The AEPD's record of recruitment processing activities cites GDPR articles 6.1.b and 6.1.c for its own hiring, and that doesn't cover a private sourcing campaign. HeyTalent states that it processes public data under legitimate interest without reselling it, and Breezy HR states that it offers consent, retention and access tools; the agency still documents its own purpose and how it handles objections.
What to document before connecting HeyTalent and Breezy HR
- Controller and processor: who decides the purpose and who processes data on whose behalf.
- Hosting and transfers: where the data sits and who accesses it from other countries.
- Retention and deletion: justified periods and deletions that reach every system.
- AI in hiring: the AEPD's reminder of safeguards for using AI to analyse CVs includes clear information, risk assessment and human oversight.
The guide to GDPR-compliant sourcing applies these principles to first contact with candidates.
How much HeyTalent and Breezy HR cost: the cost per valid contact
Putting HeyTalent's fee next to Breezy HR's isn't enough, because they pay for different jobs. Compare the cost per valid contact: sourcing spend divided by unique, relevant people with a usable channel.
In a hypothetical case of €1,000 a month and 300 valid contacts, each contact comes to about €3.33. If the ATS is already paid for and staying, its fee doesn't belong in the decision to add sourcing.