Breezy HR Migration: Move People Data Without Losing Trust
Migrate into Breezy HR with an inventory, field map, pilot import, dual-run week, and validation — so history survives and operators trust the new system.
Quick answer
Migrate into Breezy HR with an inventory of open roles, candidates, stage history, and scorecards, a field map, a pilot import, a dual-run week, and validation with the people who live in the data — so history survives and the team trusts the new system.
- Inventory source objects
- Map fields before bulk load
- Pilot one site / one role / one team
- Dual-run for a week
- Validate with sceptic users
Breezy HR migration rules
- Inventory first — Typical objects: open roles, candidates, stage history, and scorecards.
- Pilot beats big-bang — Prove a small Breezy HR import before you move everything.
- Integrations after the pilot — Research names Slack, Google Workspace, Zapier, and Linkedin on the Breezy HR side — confirm the connectors your HR loop depends on.
- Do not migrate the wrong job — Breezy HR is applicant tracking / recruiting. Do not import a CRM pipeline or a marketing course catalogue and expect it to become applicant tracking / recruiting.
Breezy HR migration map
1. Inventory and map
List open roles, candidates, stage history, and scorecards. Map required fields and owners. Never invent list prices here — confirm seats, hubs, and quote terms on /pricing/breezy-hr/. Worked example: Harbor Retail (two recruiters and eight hiring managers) discovers duplicate employee IDs in the spreadsheet before the first import — and fixes identity before volume.
2. Pilot import
Import one site, one role, or one team. Run post one live role, move three candidates through stages, and collect interview feedback on the pilot set. Worked example: Harbor Retail (two recruiters and eight hiring managers) will not schedule a cutover until the pilot can a hiring manager moves a candidate and leaves feedback without an admin.
3. Dual-run and cutover
Run old and new in parallel for a week. Spot-check records sceptic users care about, then freeze the legacy source. Worked example: Harbor Retail (two recruiters and eight hiring managers) keeps the old export for payroll or offers until Breezy HR matches for seven consecutive days.
Breezy HR checklist
Bring these questions to every demo
Ask vendors to show the workflow live, not just describe it.
- 1Inventory source objectsopen roles, candidates, stage history, and scorecards
- 2Run a pilot importOne segment first; fix mapping before bulk.
- 3Validate with operatorsSpot-check records they care about before cutover.
4. Inventory what must move into Breezy HR
List users, historical records, templates, and integrations that must survive migration. Mark nice-to-have exports you can leave behind.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing migrates active records only and archives the rest as read-only exports.
5. Run parallel cutover with a rollback path
Keep the old system read-only until Breezy HR passes non-admin proof. Name a rollback owner and maximum parallel window.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing caps parallel run at two weeks with daily checkpoint notes.
6. Verify counts and permissions after import
Reconcile user counts, role permissions, and a sample of migrated records. Research lists Slack, Google Workspace, Zapier, and Linkedin for Breezy HR. Confirm which are native vs API before go-live.
7. Inventory what must move into Breezy HR
List users, historical records, templates, and integrations that must survive migration. Mark nice-to-have exports you can leave behind.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing migrates active records only and archives the rest as read-only exports.
8. Run parallel cutover with a rollback path
Keep the old system read-only until Breezy HR passes non-admin proof. Name a rollback owner and maximum parallel window.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing caps parallel run at two weeks with daily checkpoint notes.
9. Verify counts and permissions after import
Reconcile user counts, role permissions, and a sample of migrated records. Research lists Slack, Google Workspace, Zapier, and Linkedin for Breezy HR. Confirm which are native vs API before go-live.
10. Inventory what must move into Breezy HR
List users, historical records, templates, and integrations that must survive migration. Mark nice-to-have exports you can leave behind.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing migrates active records only and archives the rest as read-only exports.
11. Run parallel cutover with a rollback path
Keep the old system read-only until Breezy HR passes non-admin proof. Name a rollback owner and maximum parallel window.
Worked example: SMB and mid-market teams needing a dedicated ATS with transparent published pricing caps parallel run at two weeks with daily checkpoint notes.
12. Verify counts and permissions after import
Reconcile user counts, role permissions, and a sample of migrated records. Research lists Slack, Google Workspace, Zapier, and Linkedin for Breezy HR. Confirm which are native vs API before go-live.
Frequently asked questions
Can we skip the dual-run?
Only if the dataset is tiny and reversible. Most SMB/mid teams regret skipping a week of parallel use.
What if history will not map cleanly?
Import active records first. Archive messy history as files rather than poisoning the new system of record.
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