Built because a neighbor couldn't get an interview.

A thirty-year engineer who lives down the street ended up on an assembly line, driving thirty miles each way, because nobody would take his call. Nothing about his ability had changed. What had changed was that he had no way to prove, on paper, that he was current — and no employer was going to take the risk of finding out.

That is a solvable problem, and TwentyNorth Talent exists to solve it. Not with sympathy, which does not fill a requisition, but with evidence: a verified experience floor and a dated, discipline-specific record of current skills. Employers get a shorter list they can trust. Professionals get the one thing a résumé cannot give them.

Who runs it

TwentyNorth is led by Toby Reeves, who has spent roughly thirty years in technology sales and executive leadership across the mid-market, including ten years in the technology staffing industry. In 2017 he founded StaffX HR Resources, a staffing firm placing technology professionals on direct-hire, contract, and contract-to-hire terms, where he built and ran a dedicated sourcing team. The mechanics of this work are not new here — fee agreements, submissions, guarantees, client management. What is new is the standard applied to them.

He holds an MBA in IT management, serves as Indiana chapter leader for the International Trade Council, and teaches through Ivy Tech's employer training programs in Hamilton County. He lives in Noblesville.

What we believe

Experience is rarely the doubt. Currency is. When a deeply experienced professional gets passed over, the objection is almost never "too much experience." It is an unasked question about whether they still know the tools the job runs on. We answer it in writing, with a date, before anyone has to raise it.

Twenty years is a qualification, not a demographic. We do not market a demographic and we do not discuss one with employers. We have an experience bar, the same way other firms have a certification bar, and it appears in everything we send.

The professional never pays. Not for representation, not for training, not for anything. A credential someone had to buy is evidence of nothing except that they could afford it. Employers pay our fee when someone starts.

How we work

We recruit against real openings rather than maintaining a database, and we work with a small number of professionals at a time so that every one of them is genuinely represented rather than filed. We expect to decline about half the people who approach us, and we say so on the first call rather than forwarding résumés to look busy. If we are not the right route for someone, telling them plainly is more useful than keeping them on a list.

Where we work

Central Indiana, primarily within about an hour of Indianapolis. Operations and engineering, and finance and accounting, are our most active practice areas today. We open new ones when the demand and the people show up at the same time.