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Peer mentoring circles for women faculty are beneficial to the personal and professional development of the participants and can increase the retention of women in academia. Here, we discuss the history and evolution of faculty peer mentoring circles as part of ADVANCE at Ohio State University, Murray State University, and South Dakota School of Mines and Technology. The three institutions used the same framework, and adapted their peer-mentoring programs for their local circumstances. We describe a brief history of faculty peer mentoring programs and how each institution monitored outcomes. We summarize their successes and challenges based on participant feedback, surveys, and attendance. We share lessons learned across the three institutions, including the need to pay attention to power dynamics, how to structure cohorts, topics for discussion, and the role of facilitators. This article contributes to the peer mentoring literature by sharing the perspectives of three institutions that used the same general model but differed in details of local adaptation.