Comparaison · 14 différences notables
The PEER 150 vs theBoardlist
Cette comparaison a été générée à la demande à partir des données. Elle ne comporte aucun avis éditorial et n'est pas indexée. Les comparaisons publiées sont listées sur la page de comparaison.
Lisez chaque colonne pour une organisation, chaque ligne pour les différences. Un repère bronze à gauche d'une cellule indique que les organisations diffèrent sur cette ligne. Un tiret ou « non publié » signifie que l'organisation ne divulgue pas l'information ; ce n'est pas un zéro.
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
theBoardlist
Women executives seeking private and public company board seats, and the chief executives, investors and boards searching for candidates
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; theBoardlist: No published role or title.
- Gender: The PEER 150: No published gender; theBoardlist: The candidate pool was for women; theBoardlist described itself as connecting "highly qualified women across industries with private and public board opportunities".
- Geographic restriction: The PEER 150: United States; theBoardlist: No published geographic restriction.
- Annual dues: The PEER 150: $0 a year; theBoardlist: Not publicly disclosed.
Côte à côte
| The PEER 150 | theBoardlist | |
|---|---|---|
| Profil | ||
| Type | Networking organization | Networking organization |
| Fondé | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) | 2015 (Launched on 15 July 2015 as the first initiative of the #ChoosePossibility Project, founded by Sukhinder Singh Cassidy, per Wikipedia. theBoardlist's own site carried a "© 2018 theBoardlist" notice.) |
| Siège social | Portland, United States | 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 | An online marketplace, originally focused on the United States technology industry and later broadened across industries |
| Membres | 800as of September 2026 | 5,000as of June 2020 |
| Chapitres | 12 | No chapters; theBoardlist was a single online platform |
| Primary audience | Chief human resources officers, chief people officers and other senior HR leaders at large US employers | Women executives seeking private and public company board seats, and the chief executives, investors and boards searching for candidates |
| 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. | Senior women executives nominated by chief executives, investors and other business leaders for board service. Candidates did not self-nominate: entry to the talent pool came through peer endorsement by a recommender in theBoardlist's community. |
| 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 ↗ | No published role or title |
| Genre | No published gender | The candidate pool was for women; theBoardlist described itself as connecting "highly qualified women across industries with private and public board opportunities"Recommenders and searching companies were not restricted by genderverified September 2026 · source ↗ |
| Restriction géographique | United Statesverified September 2026 · source ↗ | No published geographic restriction |
| Invitation required | Sometimes | Yes |
| Sponsor required | No | Yes |
| 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. | Women entered the candidate pool by being nominated by a recommender from theBoardlist's community of chief executives, investors and senior leaders. Nominated candidates were then encouraged to complete a profile and connect their LinkedIn account so that searching companies could find them. |
| Selectivity | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. | Not publicly disclosed as a rate. theBoardlist reported that more than 1,400 executives had nominated more than 2,100 women by November 2017 and that it had influenced more than 100 board placements. |
| 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 |
| Droit d'entrée | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · source ↗ | Not publicly disclosed |
| 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 ↗ | Not publicly disclosed |
| 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 | No published meeting programme; theBoardlist listed events but its core function was the online marketplace |
| 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 | No forums |
| 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 | Not documented |
| Organized as | Chapter-based, Event-focused, Virtual | Virtual |
| Forums confidentiels entre pairs | Partial | No |
| Sections locales | Yes | No |
| Adhésion virtuelle | Yes | Yes |
| Communauté en ligne | Yes | Partial |
| Annuaire des membres | Yes | Yes |
| Événements | Yes | Partial |
| Programmation | ||
| Programmation éducative | Yes | Partial |
| Développement du leadership | Partial | Partial |
| Séminaires résidentiels | No | No |
| Voyage | No | No |
| Programmation familiale | No | No |
| Programmes pour conjoints et partenaires | No | No |
| 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 | Medium |
| Dimension sociale | High | Low |
Suivant
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Sources
Tiré des sources indiquées sur chaque page: The PEER 150 · theBoardlist