Hire: Feature Requests

Our workflow requires most users to remain Members at the company level, since we can’t give full access to internal or sensitive postings. For external jobs, we assign two Hiring Managers (regional manager + hiring specialist) and add our full Hiring Services team as Members so they can view and collaborate. Structurally, this works — but visibility becomes messy. Right now, there’s no way to distinguish between jobs where a user is a Hiring Manager versus jobs where they’re simply a Member. Everything appears in one list, which makes it hard for team members to quickly identify: • The jobs they are directly responsible for running • The jobs they can merely view or support We’re requesting a filter or toggle similar to All Positions / My Positions, but with a clear role-based split: • Jobs I Manage (assigned as Hiring Manager) • Jobs I Can View (added as Member only) This would give internal teams accurate workload visibility and make role ownership far easier to manage at scale. Thank you for considering this enhancement.

===== THE PROBLEM As our database grows through bulk imports, migrations, and manual sourcing, duplicate profiles are inevitable. Currently, finding and fixing these is a manual, one-by-one process. We have to search for a name, open two profiles, and manually merge them. This leads to fragmented communication logs, inaccurate reporting, and "dirty" data. Crucially, many candidates apply using alternate emails (personal vs. school), so relying on "Exact Email Match" as the sole field for linking candidates is not enough. ===== PROPOSED FEATURE Add a "Find Potential Duplicates" button or hub in the Candidates area (or under an Admin/Tools section) that scans the database and surfaces likely duplicate candidate profiles in a review queue. This would be especially useful immediately after bulk imports or large hiring campaigns, when the risk of duplicates is highest. ===== HOW IT WOULD WORK The system should automatically flag potential duplicates using a combination of: -- Exact and Fuzzy matches on Candidate Name -- Exact and Fuzzy matches on Email and Phone -- (Optional) Resume-based matching (e.g., similar work history, education, or location) The feature would show groups of "Potential Duplicates." Each group should display key details (Name, Email, Phone, Current Pipeline Stage, Source, Last Activity, Last Updated, etc.) in a side-by-side comparison view to help us confirm if they are the same person. ===== ACTIONS AND SAFETY For each potential duplicate group, an Admin or Recruiter needs the ability to: -- MERGE: Combine selected candidates into a single primary profile. We need to choose which values to keep when data conflicts (e.g., which phone number) and automatically combine notes, messages, scorecards, resumes, and history into the merged record. -- DISMISS: A way to ignore a group if the records are not actually the same person. -- SAFETY: Controls like an "Undo" or "Rollback" window for recent merges, and an Activity Log showing who merged which candidates and when. ===== FILTERS & MAIN USE CASES The hub should include filters (Job, Pipeline, Created Date Range, Source) so teams can target cleanup on specific data sets—for example, filtering only for "Bulk Import" sources. Primary Use Cases: -- Post-migration cleanup -- Post-bulk-import cleanup -- Ongoing monthly/quarterly database hygiene to ensure accurate analytics and recruiting details.

When candidate profiles are merged, it can skew the reporting. We’d like a report that shows merged candidates so we can account for the full scope of application data when running reports.

We’d like to request a round-robin option for interview scheduling links. Additionally, when using the round-robin option in automation for assigning hiring managers, it should be possible to select or exclude specific interviewers from the round-robin pool. Currently, it picks from all hiring managers, which isn’t ideal. This is important because different interviewers handle different interview types (e.g., coding interviews vs deep-dive interviews). Being able to define a custom round-robin group per interview would make scheduling much more accurate and efficient. Thanks!

======== PROBLEM: ======== Breezy should add the ability to change the stage type of an existing pipeline stage so users can convert a standard stage into a Disqualify-type stage without rebuilding their pipeline. If an admin creates a stage like “Not Qualified (Manual)” as a standard stage, there is currently no way to change its type later so that it behaves like a Disqualify stage. The only workaround is to create a new Disqualify-type stage and reconfigure the pipeline, which is disruptive, error-prone, and time-consuming to fix older positions. As hiring workflows evolve, admins cannot easily align existing stages to new behaviors, which leads to legacy misconfigurations and inconsistent candidate experiences. ======== SOLUTION: ======== Add an “Edit stage type” control in Recruiting Preferences → Pipelines that allows admins to change an existing stage’s type between standard and Disqualify, along with ideally the rest of the stage type catalogue. Optionally provide a one-click “Convert to Disqualify stage” option that preserves stage name, order, and associated automations. When changing a stage type, show a confirmation message that clearly explains behavior changes, including how Disqualify stages affect reporting and candidate visibility.

I just moved a candidate to a different job and all of their scorecards vanished. This is a very bad design. Scorecards should stay with that profile even if they are moved. We were simply correcting a candidate to a better fit position and lost all our teams' feedback.

Able to set select interview time increments (eg; 20 min) and buffer time (5 min) in between

It would be helpful to have the option to close(Unlist/disable) the position at specific day/time. This could be nestled inside Application > Application Methods > Accept applications accepted through (Day)/Time) then automaticaly Unlist the position from Breezy . *note this will not remove postings from job boards. Or Advertising> Advertise period on Breezy > Advertise my position for applications until DAY/ TIME

Having the ability to collapse individual stages in the pipeline would help significantly with decluttering the interface and improving workflow focus. This would allow us to keep our workspace clean and quickly expand a stage only when we need to interact with it.