Comparaison · 14 différences notables
The PEER 150 vs Seattle Executives Association
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Vérifié September 2026
Organisation de réseautage
Vérifié September 2026 The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
Organisation de réseautage
Seattle Executives Association
Owners, principals and decision makers of established Greater Seattle businesses, one per business category
Ce qu'indiquent les données
- Role or title: The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent; Seattle Executives Association: The applicant must be a business owner, principal or decision maker for the company.
- Geographic restriction: The PEER 150: United States; Seattle Executives Association: Greater Seattle area.
- Annual dues: The PEER 150: $0 a year; Seattle Executives Association: Not publicly disclosed. The association does not publish dues; prospective members are told to call the office..
Côte à côte
| The PEER 150 | Seattle Executives Association | |
|---|---|---|
| Profil | ||
| Type | Networking organization | Networking organization |
| Fondé | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) | 1917 (Founded in 1917 by a group of Seattle businessmen who shared information about ships arriving in port and referred clients to one another, per the association's own history.) |
| Siège social | Portland, United States | Seattle, United States |
| Geographic footprint | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle | Greater Seattle area; weekly luncheons at the Washington Athletic Club and at member locations |
| Membres | 800as of September 2026 | 130as of September 2026 |
| Chapitres | 12 | A single-city association with no chapters. It is a member of the International Executives Association (IEA), a network of comparable city associations, and is listed as the Seattle chapter in IEA directories. |
| Primary audience | Chief human resources officers, chief people officers and other senior HR leaders at large US employers | Owners, principals and decision makers of established Greater Seattle businesses, one per business category |
| Membre type | 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. | Members are business owners, principals or company decision makers whose firms have traded for at least two years. The membership is deliberately spread across business categories rather than concentrated in one sector; open categories advertised in 2026 included appliance sales and service, residential cleaning, collision repair, distillery, fine dining, limousine service, office equipment and supplies, record storage and shredding, title and escrow, television station, replacement windows and winery. |
| Qualification | ||
| Fonction ou titre | 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 · source ↗ | The applicant must be a business owner, principal or decision maker for the companyverified September 2026 · source ↗ |
| Restriction géographique | United Statesverified September 2026 · source ↗ | Greater Seattle areaverified September 2026 · source ↗ |
| Invitation required | Sometimes | Sometimes |
| Sponsor required | No | Not documented |
| Application process | 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. | A prospective member calls the association office to find out whether an opening exists in their business category. If there is one, they are invited to attend a luncheon meeting and decide whether the group fits. Admission depends on the classification being open and on meeting the owner or decision-maker test and the two-year trading requirement. |
| Selectivity | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. | Not publicly disclosed as an acceptance rate. In practice the binding constraint is category exclusivity: if a competitor already holds the classification, the applicant cannot join regardless of merit. |
| Coût | ||
| Cotisations annuelles | $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 · source ↗ | Not publicly disclosed. The association does not publish dues; prospective members are told to call the office.verified September 2026 · source ↗ |
| Droit d'entrée | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · source ↗ | Not publicly disclosedverified September 2026 |
| Coûts liés aux événements | 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 · source ↗ | No dues figures appear anywhere on the association's public site. |
| Membership term | Not documented | Not documented |
| Structure | ||
| Meeting frequency | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference | Weekly luncheon meetings on Wednesdays, with a 50 percent minimum attendance requirement |
| Peer forums | 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 | Weekly full-group luncheon plus one-to-one member meetings; no confidential facilitated peer forum is published |
| Confidentiality | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule | Not publicly disclosed |
| Time commitment | Not documented | At least half of the weekly Wednesday luncheons, per the association's published attendance requirement |
| Organized as | Chapter-based, Event-focused, Virtual | Event-focused |
| Forums confidentiels entre pairs | Partial | No |
| Sections locales | Yes | No |
| Adhésion virtuelle | Yes | No |
| Communauté en ligne | Yes | Partial |
| Annuaire des membres | Yes | Yes |
| Événements | Yes | Yes |
| Programmation | ||
| Programmation éducative | Yes | Partial |
| Développement du leadership | Partial | No |
| Séminaires résidentiels | No | No |
| Voyage | No | No |
| Programmation familiale | No | No |
| Programmes pour conjoints et partenaires | No | Not documented |
| Programmation pour la nouvelle génération | No | No |
| Discussions sur les investissements | No | No |
| Opportunités d'investissement | No | No |
| Volet philanthropique | No | No |
| Accent mis sur le réseautage | High | High |
| Dimension sociale | High | Medium |
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Sources
Tiré des sources indiquées sur chaque page: The PEER 150 · Seattle Executives Association