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When people retreat from discussion into anger, I go to the book Crucial Conversations to plan. Knowing your boss, you can add a shared goal and contrast to make it absolutely clear you're not criticizing him or starting a conflict: "You're here to make sure I get this task done on time and don't miss any details, like that time I did X. Right? (shared goal) But I'm having so much trouble concentrating with you here all the time. I'm not saying my work is so good it doesn't need to be checked. (contrast) I just want to be able to think through things without having to worry that they're not perfect yet. Can you wait a while and check the finished product instead?"

The idea is to keep things absolutely safe, not calling them a bad person (everyone knows micromanager is a bad thing, and no one wants to believe they're a bad person) and not challenging their authority to do their job. That makes it safe for them to think about changing.

The approach you are suggesting in the OP (gathering ammunition to win a fight over the way things should be) is doomed to fail. Not just because you are subordinate and lack power in the relationship, but also because direct conflict destroys your working relationship. Only dialogue can improve it.

> I figure, since I was here first, he needs to go.

Unfortunately, even though that's all good and well your head, reality doesn't reflect this. In 99% of the cases of worker bees trying to overpower a member of management, the worker bee WILL lose. Right or wrong, management will stand together unless something is overtly grievous - and that means blatantly illegal with evidence.

You're better off spending time and energy finding a new job.

Trust me. I didn't take similar warning signs and didn't even rock the boat. Got a new boss a little over a year ago. Despite "meeting expectations" in 2017, 2018 has brought me a "performance review." He wrote me up on stupid, daily, human little things that aren't a problem. Never have had a problem ever and I'm mid career. Dbag decided I needed to be gotten rid of, and all of a sudden not being trained on something new is a problem. Being "two weeks late" when someone with more authority than either of us pushed the meeting back that two weeks was somehow my problem. You get the drift: stupid, nitpicky, irrelevant junk that doesn't matter WILL get written up and you WILL be given notice.

Neither your time nor energy is worth spending on a loser. Bail while you still have your own terms to exit on. The company will figure it out when the team becomes a turnover problem and he's left holding the bag.

If you're going into battle, do not go unarmed.