Use the free plan's GDPR tools to handle candidate data properly.
Candidate data is personal data, and handling it properly matters regardless of which plan you are on. Breezy's free tier includes GDPR compliance tools, so consent, access, and deletion can be handled within the system rather than improvised.
This guide shows you how to use those tools, inform candidates about data use, respond to their rights requests, and extend the same protections to any data you export before the retention window closes.
Show applicants, pipeline movement, and time-to-hire from real data rather than a spreadsheet.
Preserve candidate records before the free plan's retention window closes.
Plan hiring around the free plan's single active position.
Review Breezy's GDPR tools and enable what applies to your process.
Ensure candidates are informed how their data will be used when they apply.
Handle any access or deletion request through the available tools.
Apply the same standard to data you export before the retention window.
Restrict who can view candidate records.
Document the approach so it survives a change of staff.
A candidate, [candidate name], applies for a role but later requests deletion of all personal data. 1. Locate the candidate's record in Breezy. 2. Use the available GDPR tools to process the deletion request. 3. If you exported candidate data before the retention window, locate [candidate name]'s record in your export and apply the same deletion standard. 4. Confirm to [candidate name] that the request has been handled.
Enable the GDPR tools, make sure applicants are informed how their data is used, handle access and deletion requests through the system, and apply the same standard to any exported candidate data.
Compare structured candidate data against the role's requirements consistently.
Track where every candidate stands without a spreadsheet.