A private, application-only board of CPOs, CHROs, and VPs of People at 200+-person companies. 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 200+ 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 signed, 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, monthly expert sessions, the MPL Concierge, speaking and visibility across MPL's podcast and newsletter, and in-person events — the flagship and member dinners. 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.
Board members are public about their seats — you'll see "Board Member, Modern People Leader" on LinkedIn profiles across the industry. What we don't do is publish a roster or market our members; there's a member directory once you're inside. What we can say: every member holds the top People seat at a 200+-person company, across SaaS, healthcare, fintech, consumer, and more — collectively responsible for over 100,000 employees.
Here's the exact deal. Your membership is yours to share — most members list "Board Member, Modern People Leader" on LinkedIn, and we encourage it. What's said inside is a different matter: every member signs an NDA at onboarding, every expert session is off the record, and nothing leaves the room — no war stories, no screenshots, no "a CPO at a healthcare company told me…" It's also structural: no direct competitors seated together, 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 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.