A private, application-only board of CPOs, CHROs, and VPs of People at 250–5,000-person companies — capped at 250 seats. The core is your monthly board meeting: a standing group of 5–6 vetted peers working through your hardest problems. Around it: the Boardroom (always-on peer help under NDA), the Template Vault, monthly expert sessions, matchmaking, a role pipeline, and one flagship gathering a year.
You hold the top People role — CPO, CHRO, or VP of People — at a company of 250–5,000 employees. Those are the minimums; every applicant is then interviewed personally. We're assessing what you're navigating and what you'd bring to the room, and we never seat direct competitors together.
Request a seat → interview with Daniel → competitor check → review and invitation, usually within days → onboarding (NDA, one Vault contribution, priorities captured) → your first board meeting within 3 weeks.
Yes, it's a lot for a membership. It's not a lot for a board seat — and curation is why the room works.
Your monthly board meeting, the Boardroom, the Template Vault, monthly expert sessions, matchmaking plus a direct line to Daniel, the role pipeline, the flagship and dinners, and two invitations per year. Everything ladders up to three things: your board, the room, and the network.
5–6 People leaders matched on the priorities and challenges you share at onboarding — and on the monthly window you can actually make. Never a direct competitor. Groups hold for a quarter, because trust needs repeated exposure, then reshuffle so your board keeps getting smarter.
We don't publish member names — there's a member directory once you're inside. What we can say: every member holds the top People seat at a 250–5,000-person company, across SaaS, healthcare, fintech, consumer, and more — collectively responsible for over 100,000 employees.
Every member signs an NDA at onboarding, and every expert session is off the record. What's said in the Boardroom stays in the Boardroom. It's also structural: no direct competitors in the same room, ever.
Annual dues, discussed in the interview — most members expense the seat against an L&D or executive-development budget. We've priced it so one conversation — the layoff you don't botch, the comp rebuild you don't hire a firm for, the AI policy you ship in a week — covers the seat many times over.
Chief is excellent — and horizontal. It's for all women executives, across every function. The Board is built exclusively for People leaders: every conversation, template, and expert session is about your job.
The free HR communities are the opposite problem: huge, noisy, junior, and nothing sensitive can be said there. The Board is 250 seats, NDA-backed, and vetted one interview at a time.
The working rhythm is virtual on purpose — the best five peers for your exact problem are almost never in your city, and a monthly session beats a quarterly flight. In person still matters: one flagship gathering a year plus member dinners in key cities. Virtual for the work, in person for the bond.
About 2–3 hours a month: your 90-minute board meeting, the expert session if the topic's yours, and the Boardroom whenever you need it. Built for people who run 40-person teams — the seat works around your calendar, not the other way around.
Annual. But a board isn't a one-year experiment — the value compounds with the same trusted room over years. At renewal you get a 1:1 with Daniel to make sure the seat is still earning its place on your calendar.
No. Strict no-solicitation policy — first violation gets a nudge, second a warning, third loses the seat. The room only works if nobody's selling.
Every board member can invite two peers per year. Invitees skip the waitlist straight to the interview — same vetting, faster line. A successful invitation earns you a renewal discount.