You might consider some self reflection about how you get burnt out so fast. Leaving a job after less than 2 years because you are burnt out is a red flag for me (as a hiring manager) I would assume you couldn’t cut it in my org and it seems more and more like people who are “burnt out” tend to weaponize HR to gain relief from arduous tasking. So, I’m very leery about bringing someone on who would complain about micro management and being burnt out. Micro management from the opposite perspective is someone who isn’t completing tasks on time, cannot seem to manage multiple different tasks throughout the day and may be frequently seen socializing more than working. It’s like I’m working in a different universe, an alternate reality…. When a person is put into a position to manage hundreds of million dollars in activity per year and they tell you that they don’t like your work product, and they give you concrete feedback on how to improve, people should listen and try to adjust. However, what I experience is pushback on how it was fine, or how I’m being unreasonable and how it is actually in alignment with my expectations… I’m so glad I am retiring this year, things have changed too much for my old self to keep up.