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CHO Group – CHO Group Website — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Human Resources →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
360searchgroup.com ↗	63 match 2 shared topics	Home - The 360 Group	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
csearchgroup.com ↗	62 match 2 shared topics	CSearchGroup, LLC	en	human-resources Squarespace Magento	robotsllmsaihumans	emailphone	none
mbsearchgroup.com ↗	62 match 2 shared topics	Executive Recruiters \| M & B Search Group	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
3mlegacy.com ↗	62 match 2 shared topics	SK Magic – JIKSOO	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
adamappointments.co.uk ↗	62 match 2 shared topics	Adam Appointments – Corporate Governance recruitment	United Kingdom en	human-resources WordPress	robotsllmsaihumans	emailphone	none
dca-headhunters.com ↗	62 match 2 shared topics	DCA Headhunter – Executive Search	en	executive-leadership-and-management WordPress WooCommerce	robotsllmsaihumans	email phone	none
360degreesleadership.com ↗	61 match 2 shared topics	360 Degrees Leadership quiz – Creating Leaders of Tomorrow with uplift protocol	en	executive-leadership-and-management WordPress WooCommerce	robotsllmsaihumans	emailphone	none
360leadershipquiz.com ↗	61 match 2 shared topics	360 Degrees Leadership quiz – Creating Leaders of Tomorrow with uplift protocol	en	executive-leadership-and-management WordPress WooCommerce	robotsllmsaihumans	emailphone	none
alexander-north.com ↗	61 match 2 shared topics	Alexander North – Where Talent Meets Direction	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
kra.com ↗	61 match 2 shared topics	KRA Corporation – Workforce Development Leader	en	human-resources WordPress	robotsllmsaihumans	email phone	none
morganhealey.com ↗	61 match 2 shared topics	Morgan Healey – STM Publishing Executive Search	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	partial · 8
poonpatricia.com ↗	61 match 2 shared topics	Patricia Poon – Global HR & Leadership Expert \| Life Design & Personal Growth	en	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
dhillonbains.com ↗	61 match 2 shared topics	Dhillon Bains – Global Executive Search Specialists	en	human-resources WordPress WooCommerce	robotsllmsaihumans	email phone	none
mcmannwallace.com ↗	61 match 2 shared topics	McMann Wallace – Executive Search & Interim Leadership	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
1levelup.org ↗	61 match 2 shared topics	Engaged – Enabling Excellence Through Employee Engagement	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
albrightsnidow.com ↗	61 match 2 shared topics	Albright Snidow – Executive Coaching, Leadership Coaching	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
hevelandco.com ↗	61 match 2 shared topics	Hevelandco – Maximizing the Returns on Investments in Your Talent	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
morganemichael.com ↗	61 match 2 shared topics	Morgane Michael – Make a big impact, one small act at a time.	en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.