Domnic Lewis is building a high-performance organization that is ambitious, entrepreneurial, and constantly evolving. The company is looking for a Manager – Talent Acquisition who will take complete ownership of the internal hiring function and help build the team that will shape the next phase of Domnic Lewis.
This is not a traditional recruitment role. The selected candidate will have the opportunity to build and own the internal Talent Acquisition function from the ground up, defining how the organization identifies talent, where it finds talent, how candidates are assessed, how the best candidates are closed, and how the future leadership pipeline is developed.
The role will work directly with the Founders and Head – HR, with significant independence and the mandate to make hiring better, faster, and more strategic across the organization.
Location: Andheri East, Mumbai. Working Model: Work from office or Hybrid with 3 days in office and 2 days work from home. Working Days: 5 days per week. Function: People & Operations. Reporting to: Head - HR / Founders.
The Opportunity
As the owner of Internal Talent Acquisition, the candidate will be responsible for hiring talent across Domnic Lewis, from mid-level professionals through leadership positions.
The role involves understanding the business, anticipating talent requirements, building hiring strategies, developing talent pipelines, and partnering with leadership to ensure the organization has the right people in the right roles at the right time.
The successful candidate will develop a deep understanding of who the organization needs, why the talent is required, where to find suitable candidates, how to assess them, how to close them, and who could potentially lead the organization in the future.
Key Responsibilities
- Own Internal Hiring End-to-End - 80%
Take complete ownership of internal recruitment across Domnic Lewis.
Partner with Founders, business leaders, and functional heads to understand current and future talent requirements. Own hiring across functions and levels, from mid-level positions to senior and leadership roles.
Develop role-specific sourcing and hiring strategies rather than relying on a one-size-fits-all recruitment approach. Build and maintain strong talent pipelines for critical and recurring positions.
Identify and engage high-quality passive candidates through LinkedIn, networking, referrals, market mapping, and other relevant channels.
Manage the complete recruitment lifecycle including requirement understanding, sourcing, screening, assessment coordination, stakeholder management, offer management, and closure.
Partner with hiring managers to define clear role expectations, competencies, and selection criteria. Ensure a strong candidate experience throughout the hiring process.
Develop creative approaches to attract high-quality talent in a competitive market. Maintain strong relationships with prospective candidates even when there is no immediate opening.
Build talent pools for future requirements rather than starting every search from scratch. Track hiring metrics, identify bottlenecks, and continuously improve the hiring process.
Ensure hiring decisions are aligned with Domnic Lewis's culture, values, and long-term requirements.
- Build the Internal Talent Acquisition Function
This role provides the freedom to build the function rather than simply execute an existing process.
Establish and continuously improve the internal hiring process. Define sourcing strategies, assessment frameworks, and hiring workflows.
Build dashboards and metrics to measure hiring effectiveness. Identify and implement better recruitment tools, channels, and practices.
Strengthen employee referral and talent networking initiatives. Build a strong employer value proposition in partnership with HR and leadership.
Create a structured approach to identifying and engaging high-potential talent. Develop a scalable recruitment engine as Domnic Lewis grows.
The expectation is to not just manage the existing process but to build a better and more effective one.
- Succession Planning & Leadership Pipeline
A key part of this role will be helping Domnic Lewis build its future leadership bench.
Work closely with the Founders and Head - HR to identify critical roles across the organization. Map potential successors for key positions and develop succession pipelines for critical and leadership roles.
Identify internal high-potential talent and career progression opportunities. Identify external talent that could become future leadership hires.
Support leadership in assessing organizational talent gaps. Maintain succession plans and talent maps for critical positions.
Proactively identify future capability requirements based on the organization's growth plans. The goal is to move from reactive hiring to proactive talent planning.
- HR Operations Support - 20%
While Talent Acquisition will be the primary focus of the role, the selected candidate will also work closely with the HR team on selected people and HR initiatives.
Responsibilities may include supporting organizational manpower planning, assisting with workforce and organizational structure planning, supporting performance and talent management initiatives, participating in employee engagement and people initiatives, supporting HR projects and process improvements, providing hiring and talent insights to support broader HR decisions, and supporting other strategic HR initiatives as required.
What Success Looks Like
Success in this role is not simply measured by the number of positions closed.
The candidate will be successful when critical positions are consistently filled with high-quality talent, hiring managers trust the candidate as a strategic talent partner, and Domnic Lewis has strong talent pipelines for critical roles.
Leadership hiring should become more structured and predictable. Hiring turnaround time should improve without compromising quality.
The organization should have a clear succession plan for critical positions and develop a strong internal and external leadership pipeline.
The internal recruitment function should operate with clear processes, data, and accountability. The successful candidate will become the go-to person for Talent Acquisition and talent intelligence across Domnic Lewis.
What We Are Looking For
6–10 years of experience in recruitment or Talent Acquisition, with consulting or executive search background. Strong experience handling mid-to-senior level hiring.
Experience independently managing multiple functions or business verticals. Strong sourcing and candidate assessment capabilities. Experience with leadership or critical-position hiring will be an advantage.
Strong stakeholder management and influencing skills. Excellent communication and interpersonal skills. Ability to understand business requirements rather than simply working against a job description.
Strong understanding of the talent market and sourcing channels. Experience with succession planning, talent mapping, or workforce planning will be an advantage.
Strong analytical and organizational skills.
The ideal candidate should take ownership without needing to be constantly directed. They should enjoy building processes rather than simply following them and be comfortable working directly with founders and senior leadership.
The candidate should be able to challenge hiring managers when necessary, think beyond closing positions and focus on quality of talent, and remain curious about the business and what makes people successful within an organization.
The candidate should be able to balance speed with judgment, have the confidence to operate independently, and want the opportunity to build something of their own.
Why This Role?
This is an opportunity to take full ownership of Internal Talent Acquisition within a growing organization.
The role provides direct access to Founders and senior leadership and the opportunity to work closely with the people shaping the organization and its growth.
The position offers high ownership and independence. The selected candidate will not operate as a recruitment coordinator waiting for instructions. They will own the function and be expected to shape it.
The candidate will have the opportunity to build processes, pipelines, talent maps, and hiring strategies that will become the foundation of the internal hiring function.
The role also provides exposure to leadership hiring and opportunities to work on positions that directly influence the future of the organization.
The candidate will have strategic influence, with work extending beyond recruitment into succession planning, workforce planning, and organizational capability.
For someone who enjoys building, solving problems, and creating systems from scratch, this role provides the space to create significant impact.
The role in one line: Own the talent that builds Domnic Lewis today and help identify the leaders who will build it tomorrow.
Industry: Recruitment, Executive Search and Professional Services. Employee Size:
