The passionate peers behind Peerdom

We are a group of avid explorers seeking new ways to collaborate. Our mission is to remove unnecessary bureaucracy by building liberating technology that enables individuals to find work, collaborate as peers, and to contribute where it matters most. Our team also uses Peerdom. See our live organisation map on the: Peerdom Team Map.


Our backstory

A product of passion

Peerdom arose organically from a real-world case: our own organisational transformation at Nothing in 2017. At the time, we were exploring how we could inspire our organisation design from peer-to-peer network theory. Check out Nothing’s Peerdom, to see how they're using Peerdom to evolve their organisation design on a daily basis.


Peerdom has been influenced by a growing body of ideas on new ways of working, including:

  • Responsive organisations are built to learn from and respond quickly to the new, open flow of information.
  • Reinventing Organizations, by Frederic Laloux. This book makes a compelling case for self-organised, purpose-driven organisations.
  • Sociocracy and the updated models of Sociocracy 3.0.
  • The Holacracy framework as well as its inspirational parent, Sociocracy. Both frameworks describe organisational models and processes that distribute and decentralise power throughout the organisation.
  • The BetaCodex framework

Peerdom remains agnostic to any particular organisational dogma. We believe that you shouldn't need a rule book to run your organisation, just a set of building blocks that make sense in your context. We rather focus on making Peerdom intuitive, accessible, and useful for your whole team, no matter how you wish to structure yourself. Simplicity, accessibility, and flexibility are our northern stars.

Latest articles

Tips for mapping out your organisation for the first time

Maps are essential tools to navigate unpredictable terrain. Analogously, work maps orient individuals within an organisation and streamline collaboration. Here, we provide a guide to the successful creation of a work map including why you should map in the first place, who to get involved, what to document, and how to go about doing it.

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The advantages to defining job roles instead of job positions

Given an unpredictable world, consider building your organisation out of granular, dynamic building blocks (roles) rather than coarse-grained, rigid units (positions).

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Discovering the dark side of self-organisation: 7 common challenges

Insights from the first Peerdom Forum, where we talked about common challenges in self-organised workplaces.

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