Preserve candidate records before the free plan's retention window closes.
The free plan retains candidate data for 30 days. Anyone worth keeping for a future role must be exported before that window closes, or the record is lost.
This is the most important operational discipline on the free tier. Without a recurring export routine, you lose contact details, resumes, interview notes, and pipeline history the moment the retention clock runs out.
Show applicants, pipeline movement, and time-to-hire from real data rather than a spreadsheet.
Use the free plan's GDPR tools to handle candidate data properly.
Plan hiring around the free plan's single active position.
Gather manager feedback inside the pipeline rather than over scattered email.
Set a recurring reminder to review candidate data well inside the 30-day window.
Identify the candidates worth keeping for future roles.
Export their records and resumes from Breezy.
Store the export in your approved HR location with appropriate access control.
Confirm the export is complete before the retention window closes.
Note the retention limit in your process documentation so it is not forgotten.
Week [X]: Reminder fires. [Recruiter] reviews [N] candidates from the [Job title] pipeline. Decision: [N] candidates are worth keeping for future roles; [N] are not. Export: [Recruiter] exports the keeper records and resumes from Breezy. Storage: Files go into [Company]'s approved HR location with appropriate access control. Verification: [Recruiter] confirms candidate records and resumes are intact. Documentation: [Recruiter] notes the 30-day retention limit in the process documentation.
On a recurring schedule inside the 30-day window, export the records and resumes of candidates worth keeping, store them in the approved HR location, and confirm completeness before the window closes.
Compare structured candidate data against the role's requirements consistently.
Track where every candidate stands without a spreadsheet.