Vergleich · 15 wesentliche Unterschiede
The PEER 150 vs TMA
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Verifiziert September 2026
Networking-Organisation
Verifiziert September 2026 The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
Berufsverband
TMA
Professionals working in corporate restructuring, turnaround and distressed business: turnaround practitioners, restructuring lawyers, lenders, investors, accountants, appraisers…
Was die Quellen besagen
- Maximum age at joining: The PEER 150: No published maximum age at joining; TMA: NextGen membership is limited to new members aged 40 and under at the time of application.
- Role or title: The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent; TMA: No published role or title.
- Geographic restriction: The PEER 150: United States; TMA: No published geographic restriction.
- Industry restriction: The PEER 150: No published industry restriction; TMA: Work in or around corporate restructuring, turnaround and distressed business: practitioners, attorneys, accountants, investors, lenders, venture capitalists, appraisers, liquidators, executive recruiters and consultants.
- Annual dues: The PEER 150: $0 a year; TMA: $475 a year.
Nebeneinander
| The PEER 150 | TMA | |
|---|---|---|
| Profil | ||
| Typ | Networking organization | Professional association |
| Gegründet | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) | 1988 |
| Hauptsitz | Portland, United States | Chicago, 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 | 54 chapters worldwide, 34 of them in North America; international chapters across Europe, Asia, Latin America, Africa and Australia |
| Mitglieder | 800as of September 2026 | 10,000as of September 2026 |
| Kapitel | 12 | 54 |
| Primary audience | Chief human resources officers, chief people officers and other senior HR leaders at large US employers | Professionals working in corporate restructuring, turnaround and distressed business: turnaround practitioners, restructuring lawyers, lenders, investors, accountants, appraisers and advisers |
| Typisches Mitglied | 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. | TMA reports its membership as roughly 43% turnaround practitioners and advisers, 20% attorneys, 14% lenders and bankers, 3% investors and 20% other related professionals including receivers, appraisers, academics, government officials, judges and recruiters. Membership is individual only, not by firm. |
| Qualification | ||
| Höchstalter bei Beitritt | No published maximum age at joining | NextGen membership is limited to new members aged 40 and under at the time of applicationAvailable for two years or until age 41, whichever comes firstverified September 2026 · Quelle ↗ |
| Funktion oder Titel | 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 · Quelle ↗ | No published role or title |
| Geografische Einschränkung | United Statesverified September 2026 · Quelle ↗ | No published geographic restriction |
| Branchenbeschränkung | No published industry restriction | Work in or around corporate restructuring, turnaround and distressed business: practitioners, attorneys, accountants, investors, lenders, venture capitalists, appraisers, liquidators, executive recruiters and consultantsTMA does not publish a formal eligibility test for professional membershipverified September 2026 · Quelle ↗ |
| Invitation required | Sometimes | No |
| Sponsor required | No | No |
| 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. | An individual joins through my.turnaround.org, choosing a membership category and a local chapter. Discounted categories (NextGen, government or academic, and student) require verification and are subject to approval. Membership runs for twelve months from enrolment on an individual anniversary cycle. |
| Selectivity | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. | Not publicly disclosed: membership is open to professionals in the field; only the discounted categories are described as subject to approval |
| Kosten | ||
| Jahresbeiträge | $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 · Quelle ↗ | $475 a yearProfessional membership; includes membership of the member's local chapterverified September 2026 · Quelle ↗ |
| Aufnahmegebühr | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · Quelle ↗ | TMA publishes two conflicting dues schedules on different pages; the Join & Benefits figures above are the ones consistent with its current chapter count. |
| Lokale Kapitelbeiträge | Membership is free. Revenue comes from sponsorship and partnership packages sold to vendors. | No separate chapter dues for professional members: local chapter membership is included in the professional rateverified September 2026 · Quelle ↗ |
| Veranstaltungskosten | 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 · Quelle ↗ | TMA publishes two conflicting dues schedules on different pages; the Join & Benefits figures above are the ones consistent with its current chapter count. |
| Membership term | Not documented | 12 months from enrolment, on an individual anniversary cycle |
| Struktur | ||
| Meeting frequency | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference | Local chapter programmes through the year plus TMA Annual, regional symposia and other conferences |
| 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 confidential peer forums; members organise through chapters, committees and volunteer groups |
| Confidentiality | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule | Could not be independently verified: no published confidentiality policy was found |
| Time commitment | Not documented | Not documented |
| Organized as | Chapter-based, Event-focused, Virtual | Chapter-based, Event-focused |
| Vertrauliche Peer-Foren | Partial | No |
| Lokale Kapitel | Yes | Yes |
| Virtuelle Mitgliedschaft | Yes | No |
| Online-Community | Yes | Partial |
| Mitgliederverzeichnis | Yes | Yes |
| Veranstaltungen | Yes | Yes |
| Programmierung | ||
| Bildungsprogramme | Yes | Yes |
| Führungskräfteentwicklung | Partial | Partial |
| Retreats | No | No |
| Reisen | No | No |
| Familienprogramme | No | No |
| Programme für Ehe- und Lebenspartner | No | No |
| Next-Generation-Programm | No | Yes |
| Investment-Diskussionen | No | Partial |
| Investment-Möglichkeiten | No | Partial |
| Philanthropische Komponente | No | No |
| Schwerpunkt Vernetzung | High | High |
| Sozialer Schwerpunkt | High | Medium |
Weiter
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