Comparação · 13 diferenças materiais
Fast Company Executive Board vs The PEER 150
Esta comparação foi gerada sob demanda a partir dos registros. Não possui veredicto editorial e não é indexada. As comparações publicadas estão listadas em página de comparação.
Leia cada coluna para uma organização, e cada linha para a diferença. Uma marca a bronze à esquerda de uma célula indica que as organizações diferem nessa linha. Um travessão ou "não publicado" significa que a organização não divulga o facto; não é um zero.
Verificado September 2026
Organização de networking
Verificado September 2026 Fast Company Executive Board
Senior executives, founders, business owners and recognised industry experts who want a bylined platform on FastCompany.com
Organização de networking
The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
O que os registos indicam
- Role or title: Fast Company Executive Board: CEO, C-suite or senior-level executive; vice president or above leading a region or division; founder or co-founder; The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent.
- Minimum company revenue: Fast Company Executive Board: "CEO, C-Suite, or senior-level executive of a company generating $3M+ in annual revenue"; The PEER 150: No published minimum company revenue.
- Minimum capital raised: Fast Company Executive Board: "$2M+ in total institutional funding"; The PEER 150: No published minimum capital raised.
- Geographic restriction: Fast Company Executive Board: No published geographic restriction; The PEER 150: United States.
- Annual dues: Fast Company Executive Board: Not publicly disclosed. Fast Company offers a one-year membership and a discounted two-year membership but publishes no prices; third-party estimates could not be independently verified.; The PEER 150: $0 a year.
Lado a lado
| Fast Company Executive Board | The PEER 150 | |
|---|---|---|
| Perfil | ||
| Tipo | Networking organization | Networking organization |
| Fundado | Not documented | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) |
| Sede | United States | Portland, United States |
| Geographic footprint | Online community with no local chapters; operated in-house by Fast Company, part of Mansueto Ventures, LLC | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle |
| Membros | Not publicly disclosed | 800as of September 2026 |
| Capítulos | No chapters | 12 |
| Primary audience | Senior executives, founders, business owners and recognised industry experts who want a bylined platform on FastCompany.com | Chief human resources officers, chief people officers and other senior HR leaders at large US employers |
| Membro típico | CEOs, C-suite and senior executives at companies with at least US$3m in annual revenue; vice presidents and above who lead a region or division at companies of the same size; founders of companies with at least US$2m in revenue or institutional funding; and nonprofit founders at organisations with at least US$1m in revenue. An alternative expertise track admits professional speakers, published authors and regular columnists. | Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees. |
| Qualification | ||
| Função ou cargo | CEO, C-suite or senior-level executive; vice president or above leading a region or division; founder or co-founderverified September 2026 · fonte ↗ | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalentThe organisation describes itself as a national community of senior HR leaders; membership pages do not publish a formal written title test.verified September 2026 · fonte ↗ |
| Receita mínima da empresa | "CEO, C-Suite, or senior-level executive of a company generating $3M+ in annual revenue"Also "Vice President or above who leads a region or division for a company generating $3M+ in annual revenue"verified September 2026 · fonte ↗ | No published minimum company revenue |
| Capital mínimo captado | "$2M+ in total institutional funding"Alternative to the founder revenue testverified September 2026 · fonte ↗ | No published minimum capital raised |
| Restrição geográfica | No published geographic restriction | United Statesverified September 2026 · fonte ↗ |
| Invitation required | No | Sometimes |
| Sponsor required | No | No |
| Application process | Membership is by application only. Candidates complete an online application, which is vetted against the published qualifications. Fast Company states every application is reviewed to ensure members meet the criteria. Accepted applicants choose a one-year or discounted two-year membership and pay before access begins. | Prospective members complete an application form on the website. The organisation reviews applicants for seniority and fit within the local HR community before granting access to events and the member channels. No sponsor or dues payment is involved. |
| Selectivity | Not publicly disclosed. Fast Company states "Every application is vetted to ensure members meet strict qualifications" but publishes no acceptance rate. | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. |
| Custo | ||
| Anuidade | Not publicly disclosed. Fast Company offers a one-year membership and a discounted two-year membership but publishes no prices; third-party estimates could not be independently verified.verified September 2026 · fonte ↗ | $0 a yearThe organisation's application page states plainly that membership is completely free. The business is funded by event sponsors and partners.verified September 2026 · fonte ↗ |
| Taxa de adesão | Not publicly disclosed | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · fonte ↗ |
| Custos de eventos | Not publicly disclosed | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published.verified September 2026 · fonte ↗ |
| Membership term | One-year or two-year membership terms | Not documented |
| Estrutura | ||
| Meeting frequency | Virtual events and Expert Panels; no scheduled local meetings | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference |
| Peer forums | No facilitated peer forums; members use interactive online groups and chat | No standing facilitated forums. The core format is a regional dinner of 40-70 senior HR leaders hosted at a member's headquarters, with a tour, workshop or presentation |
| Confidentiality | Not publicly disclosed | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule |
| Time commitment | Not documented | Not documented |
| Organized as | Virtual, Event-focused | Chapter-based, Event-focused, Virtual |
| Fóruns confidenciais entre pares | Partial | Partial |
| Capítulos locais | No | Yes |
| Associação virtual | Yes | Yes |
| Comunidade online | Yes | Yes |
| Diretório de membros | Yes | Yes |
| Eventos | Yes | Yes |
| Programação | ||
| Programação educativa | Partial | Yes |
| Desenvolvimento de liderança | Partial | Partial |
| Retiros | No | No |
| Viagem | Partial | No |
| Programação familiar | No | No |
| Programação para cônjuges e parceiros | No | No |
| Programação para a próxima geração | No | No |
| Discussões de investimento | No | No |
| Oportunidades de investimento | No | No |
| Componente filantrópico | No | No |
| Ênfase em networking | Medium | High |
| Ênfase social | Low | High |
Próximo
Última verificação: ainda não revisto
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Fontes
Obtido a partir das fontes indicadas em cada página: Fast Company Executive Board · The PEER 150