Michael Jones

About Michael Jones

I\'ve spent the last 12 years building a career at the intersection of talent acquisition and operational problem solving; starting with large-scale recruiting coordination at Disney and growing into a TA partner role at one of the world\'s largest enterprises.What I\'ve found is that the work I\'m most drawn to isn\'t just filling roles, it\'s making the people and systems around me better at doing it. I\'ve built sourcing playbooks, designed scheduling tools that cut speed-to-interview by 42%, written SOPs that became team standards, and spent years as an informal training lead for incoming recruiters. I maintain a 93% offer acceptance rate across technical and enterprise portfolios, which I think of less as a personal stat and more as a signal that the upstream work; intake strategy, hiring manager alignment, and candidate experience is being done well.I work best in complex, high-stakes environments where hiring isn\'t transactional, where the work requires genuine partnership with senior leaders, real-time data storytelling, and the ability to build scalable processes that hold up under pressure.Outside of work I\'m a miniature painter, amateur multi-instrumentalist, and committed strength trainer — which probably says something about my tolerance for detail-oriented, long-horizon projects.

Experience

1. Talent Acquisition Partner

   General Motors

   Jan 2021 — Present · Detroit, MI, US

   Partner with Engineering, Product, IT, and Operations leaders across distributed environments on workforce planning and hiring strategy, managing 35+ concurrent requisitions across technical and enterprise talent segments·Act as informal TA training lead, first-30-day onboarding frameworks, sourcing playbooks, and intake tools for incoming recruiters, contributing to a reduction in average time-to-fill from ~70 to ~50 days·Maintain a 93% offer acceptance rate across technical and enterprise requisitions through strong candidate relationship management, competitive offer strategy, and hiring manager alignment·Develop and leverage Power BI and Excel dashboards to surface funnel health, conversion risk, and hiring bottlenecks for senior stakeholder decision-making·Designed and executed hiring strategies for large-scale operational workforce builds (~1,500 hires each), including a third-shift launch requiring targeted top-of-funnel solutions delivered on a 3-month accelerated timeline

Education

• Central Michigan University

  Bachelor of Science (B.S.), Business Administration

  2010 — 2014

• Central Michigan University

  Bachelor of Science (B.S.), Business Administration and Event Management

  2010 — 2014

Skills

• Event Management
• I-9 Audits
• Human Resources
• Event Planning
• Microsoft Office
• Onboarding
• Hospitality
• Recruiting
• Sap
• I-9 Compliance
• College Recruiting