Hire: Feature Requests

We would like to see the following reporting metrics for our position approvals in the global reports area: Position Name Date Position Created Date Approval Requested Approval Flow Date Approved Turnaround Time (Days between request and approval)

Please add a feature that allows coordinators to open specific, predetermined time blocks (based on the interviewer's locked availability) and offer them to candidates on a first-come, first-served basis. • Fixed Interviewer Holds: The internal team/panel blocks out exact times on their calendars (e.g., Tuesday 3:00–4:00 PM, Thursday 1:00–2:00 PM). These are the only times available. • First-Come, First-Served: Multiple candidates are sent the link, but they can only choose from these specific blocks. • Automatic Team Sync: The moment a candidate selects one of the slots (e.g., Tuesday at 3:00 PM), the system automatically updates the "hold" on every interviewer's calendar into a confirmed meeting with that candidate's details. • Instant Exclusivity: That specific slot is immediately removed from the active pool so no other candidates can select it.

The ability to set interview slots on specific dates rather than days of the week, such that it's possible to offer different interview slot options week to week.

We'd like a position state status of ON HOLD to use for our roles that get posted and paused.

A lot of companies, mine included, have similar positions across multiple markets and cities. Can you please add a Location variable in messaging templates? Thanks!

Please add a feature to set some kind of maximum limit of days of candidate hanging in one stage. Lets say- if there is limit set by recruitment team for applied stage 3 days, candidates who are hanging in stage more than 3 days should be marked somehow that it needs attention, would be very helpful other atses already has this feature. different limits should be set for each stage of the pipeline

We would like to submit a feature request to add a new top-of-funnel metric to our analytics dashboard: Average Engagement Time (or time spent on page) for individual job postings. Currently, we can track how many candidates move through our pipeline, but we lack visibility into how prospective applicants interact with our job descriptions before deciding to apply or leave. Why this feature is important to us: • Optimizing Job Length & Detail: Seeing the average time spent on a job posting will give us immediate insight into whether our job descriptions are too lengthy, overly detailed, or properly structured. • Content & Presentation Assessment: If engagement time is extremely low, it signals that our presentation, layout, or content needs improvement to capture attention. • Identifying Candidate Friction: Comparing high engagement times with low application rates can help us identify if a job description is confusing or if the requirements are inadvertently deterring qualified talent. Suggested Functionality: • An "Average Time Spent" or "Engagement Duration" metric added to the job performance reports. • The ability to see this data aggregated per job post, helping us pinpoint exactly which descriptions are performing well and which ones need a rewrite. Having this data natively integrated into Breezy HR would give us a much clearer picture of candidate behavior and help us build better, more effective job descriptions.

I would like to submit a feature request for the reporting and analytics dashboard. Currently, Breezy HR provides excellent data on candidate conversions and pipeline velocity. However, there is no native way to track top-of-funnel traffic metrics, specifically Unique Page Views for individual job postings. Why this feature is important to us: • Optimizing Job Descriptions: Knowing how many people view a job post versus how many actually apply (conversion rate) helps us understand if our job descriptions are engaging or need improvement. • Evaluating Paid Boards: If we pay for a premium job board slot, tracking unique views helps us measure whether we are actually getting traffic from that source, even if the conversion to a candidate is low. • Sourcing Strategy: It allows us to compare traffic volume between different roles to see which positions suffer from low visibility versus a low application rate. Suggested Functionality: • A "Views" or "Unique Views" column inside the Job Performance or Source of Hire reports. • A simple traffic graph on the individual job's overview page showing daily or weekly view counts.

Multiple customers have brought up that it is frustrating not being able to copy and paste from a Word Document into the Breezy job description editor reliably. Many customers use Word, and this functionality would help streamline their operations without having to rely on workarounds.

For example: when the candidate is sent a questionnaire, but never responds, it would be nice to have an automated follow up email come from Breezy to remind them to complete that questionnaire and have the link in the email reminder.