Comparison · 14 material differences
Pavilion vs The PEER 150
This comparison was generated on request from the records. It carries no editorial verdict and is not indexed. The published comparisons are listed on the compare page.
Read down each column for one organization, across a row for the difference. A bronze mark at the left of a cell means the organizations differ on that row. A dash or “not published” means the organization does not disclose the fact; it is not a zero.
Verified September 2026
Peer advisory
Verified September 2026 Pavilion
In-seat go-to-market leaders in sales, marketing, customer success, partnerships and revenue operations who manage teams and carry a revenue number, plus a separate tier for B2B…
Networking organization
The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
What the records say
- Role or title: Pavilion: Must be an in-seat go-to-market operator who leads a team and is accountable for its performance, not an individual contributor; The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent.
- Minimum company revenue: Pavilion: Pavilion Gold: companies with US$100M to US$3B in annual recurring revenue; The PEER 150: No published minimum company revenue.
- Geographic restriction: Pavilion: No published geographic restriction; The PEER 150: United States.
- Industry restriction: Pavilion: Consultants, full-time fractional executives and service providers are excluded from Pavilion Gold; The PEER 150: No published industry restriction.
- Annual dues: Pavilion: $1,375 a year; The PEER 150: $0 a year.
Side by side
| Pavilion | The PEER 150 | |
|---|---|---|
| Profile | ||
| Type | Peer advisory | Networking organization |
| Founded | 2016 (Pavilion does not publish a founding date. Its June 2021 rebrand press release refers to "five years of unparalleled growth", which places the start of Revenue Collective around 2016. A January 2019 post by founder Sam Jacobs describes it as beginning as "a pet project for a small group of us in New York City", with 20 members at the start of 2018 and over 200 by year end.) | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) |
| Headquarters | New York, United States | Portland, United States |
| Geographic footprint | More than 45 chapters across North America, Europe, the Middle East and Asia-Pacific, from Atlanta and Vancouver to Amsterdam, Tel Aviv area, Singapore and Sydney. | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle |
| Members | 10,000as of September 2026 | 800as of September 2026 |
| Chapters | 45 | 12 |
| Primary audience | In-seat go-to-market leaders in sales, marketing, customer success, partnerships and revenue operations who manage teams and carry a revenue number, plus a separate tier for B2B technology chief executives. | Chief human resources officers, chief people officers and other senior HR leaders at large US employers |
| Typical member | Pavilion publishes five characteristics of a fitting member: leading a team and being accountable for its performance rather than individual output; reporting to a chief executive or executive leader and materially influencing revenue strategy, hiring or spend; holding equity or being measured on long-term outcomes; working cross-functionally with peers of similar seniority; and influencing or owning a P&L, forecast or revenue number. Individual contributors, "lone operators", consultants, full-time fractional executives and service providers are excluded. | 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 | ||
| Role or title | Must be an in-seat go-to-market operator who leads a team and is accountable for its performance, not an individual contributorOne of five published fit characteristics; the site says Pavilion is not for "lone operators" and individual contributors.verified September 2026 · source ↗ | 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 ↗ |
| Minimum company revenue | Pavilion Gold: companies with US$100M to US$3B in annual recurring revenueGold is restricted to GTM-focused vice-presidents and C-level leaders who are not the founder or chief executive.verified September 2026 · source ↗ | No published minimum company revenue |
| Geographic restriction | No published geographic restriction | United Statesverified September 2026 · source ↗ |
| Industry restriction | Consultants, full-time fractional executives and service providers are excluded from Pavilion GoldStated on the Gold page "to ensure alignment and relevance among peers". The homepage says more broadly that Pavilion is not a fit for people looking to pitch services.verified September 2026 · source ↗ | No published industry restriction |
| Invitation required | Sometimes | Sometimes |
| Sponsor required | No | No |
| Application process | Applicants start with an eligibility check based on title level and go-to-market function. Those who qualify are routed to the matching tier and can complete membership setup; borderline applicants are pointed to a next step. Gold and Scale are invitation-only and handled separately: the Scale process is published as application (referral preferred, not required), a one-to-one intake reviewing experience and goals, human matching by function, company maturity and schedule, then the reveal of the peer group and moderator, with a first meeting within 30 days. | 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 as a rate. The only published scarcity signal is the Scale tier's cap of 100 seats, of which 51 were shown as remaining when checked on 6 September 2026. | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. |
| Cost | ||
| Annual dues | $1,375 a yearAssociate tier (managers and directors): "$1,375 USD", quoted as "$115 USD per month, billed annually". The pricing page notes that "Currency and rate differs depending upon location", with selectors for North America, United Kingdom, EMEA and APAC plus LATAM.verified September 2026 · source ↗ | $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 ↗ |
| Initiation fee | Prices are quoted in US dollars for North America; the pricing page states that currency and rate differ by region. Pavilion notes that many members expense membership as professional development and that invoices are available for reimbursement. Pavilion University courses are included in membership at no additional cost. | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · source ↗ |
| Event costs | Prices are quoted in US dollars for North America; the pricing page states that currency and rate differ by region. Pavilion notes that many members expense membership as professional development and that invoices are available for reimbursement. Pavilion University courses are included in membership at no additional cost. | 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 ↗ |
| Membership term | Annual, billed annually. Gold memberships run one year, but the organization asks members to plan on a two-year commitment and bars anyone who cancels from rejoining Gold for at least two years. | Not documented |
| Structure | ||
| Meeting frequency | 707 curated events a year across the organization; more than 200 annual chapter events; Small Councils meet bi-weekly in Gold and on a recurring monthly or twice-monthly cadence in Scale; up to 12 Gold Salon dinners a year | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference |
| Peer forums | Small Councils of 6 to 8 peers in Gold and 8 to 10 in Scale, hand-matched by function and company stage, professionally moderated, cross-functional and competitor-free; the Associate and Executive tiers rely on the members' Slack rather than assigned groups | 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 | Small Councils are described as confidential and off the record; Gold adds off-the-record briefings. Pavilion publishes a code of conduct. | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule |
| Time commitment | Scale is published as two hours a month in the Small Council; Gold states that membership "requires active participation" without quantifying it. | Not documented |
| Organized as | Chapter-based, Forum-based, Virtual, Event-focused | Chapter-based, Event-focused, Virtual |
| Confidential peer forums | Yes | Partial |
| Local chapters | Yes | Yes |
| Virtual membership | Yes | Yes |
| Online community | Yes | Yes |
| Member directory | Yes | Yes |
| Events | Yes | Yes |
| Programming | ||
| Educational programming | Yes | Yes |
| Leadership development | Yes | Partial |
| Retreats | Yes | No |
| Travel | No | No |
| Family programming | No | No |
| Spouse and partner programming | No | No |
| Next-generation programming | No | No |
| Investment discussions | Partial | No |
| Investment opportunities | No | No |
| Philanthropic component | Partial | No |
| Networking emphasis | High | High |
| Social emphasis | Medium | High |
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Last verified: not yet reviewed
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Sources
Drawn from the sources listed on each page: Pavilion · The PEER 150