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Mike Joyner
Founding Partner at Growth by Design Talent
Mike Joyner is a Founding Partner at Growth by Design Talent, a recruiting strategy and services firm based in the Raleigh-Durham area of North Carolina. He has extensive experience in recruiting and people operations, having held leadership roles at major technology companies including Apple, Facebook, and Pinterest. His career spans over two decades, during which he has been instrumental in scaling teams and enhancing operational processes during pivotal growth stages for these organizations.
Professional Background
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Current Role: Partner at Growth by Design Talent (September 2019 - Present)
- Focuses on building inclusive teams and sustainable recruiting cultures while providing leadership training and development.
- Works with various high-profile clients, including DoorDash, Pinterest, and the New York Times, to improve their recruiting processes and fill critical leadership roles.
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Previous Experience:
- Pinterest: Held various roles from Executive Recruiting to Director of People Operations, contributing to the company's growth from 150 to over 2,000 employees.
- Facebook: Served as the first recruiting operations hire, building out the recruiting function pre-IPO.
- Apple: Played a key role in global retail expansion efforts.
Education
Mike Joyner graduated from North Carolina State University, where he developed foundational skills that have supported his career in talent acquisition and people operations.
Skills and Expertise
Mike's expertise includes:
- Executive search and market mapping
- People analytics
- Recruiting strategy development
- Building operational frameworks for scaling teams
His work is characterized by a commitment to quality hiring practices that align with organizational growth objectives. Mike is also involved as an advisor to various startups, leveraging his extensive background in talent strategy to guide new ventures.1234
Highlights
How do you clearly define the difference between Recruiting Ops vs an Enablement team? This was a question that came up in a community I'm a part of this morning and thought I'd share my thoughts more broadly in case it's helpful to others.
Key capabilities for recruiting ops & enablement teams and a framework for defining ownership of different areas.
Strategy & Ops ✅ Strategic planning Headcount, capacity/resource modeling, budgeting, tracking goals and progress. This tends to be chief of staff type of work. Partner with finance, hr, people leadership to plan and forecast headcount movement and growth.
✅ Operating system Foundational infrastructure of process, tools, systems, measurement, and frameworks to make recruiting more efficient and scalable. This would include things like vendor management of ATS and other tools, tech stack roadmap, integrations, admin, data hygiene, reporting, and analytics. Partner with IT, engineering, and recruiting team members.
Enablement & Programs ✅ Enablement Own programs that elevate and continually improve the experiences and capabilities of internal and external people involved in the hiring process - candidates, employees, managers, and recruiters. So things like interviewer/hiring mgr training, candidate experience, NPS surveys, recruiting team onboarding and ongoing enablement, compliance training, etc. Partner with L&D, other functional enablement teams like sales ops, and HR/people programs teams.
✅ Scaled programs and talent brand Own channels that drive top of funnel improvements. This tends to be related to activities that drive brand messaging/EVP, hiring campaigns, employee referral, events/conference strategy and execution, job distribution strategy, candidate comms, brand assets, career site, DEI messaging and other things related to best articulating your company's story and unique value prop for candidates. Partner with marketing, design, brand, DEI, and internal comms teams.
Recruiting Ops friends - if you’re looking to get in early to build from the ground up, this is a good one.
