Aaron Kraljev

Aaron Kraljev is Director of Talent Acquisition Strategic Programs & Marketing at Providence, a health system with 52 hospitals and more than 1,000 clinics across seven states. With over 17 years in talent acquisition, he leads the Employer Brand and Recruitment Marketing team and builds the sourcing and candidate nurture strategies that help Providence compete for talent at scale.

Aaron has led TA teams across healthcare, technology, financial services, and veterinary medicine, including roles at Wells Fargo, Fisher Investments, Coinbase, and National Veterinary Associates. He holds an MBA and is known for connecting employer brand, marketing, and sourcing into one candidate experience.

Aaron Kraljev’s Session(s)

10:30 a.m.–11:10 a.m. PT —

What Yacht Rock Has Taught Me about the Importance of Leaning into Internal Mobility as a Talent Leader

Remember "Escape (The Piña Colada Song)"? A couple places personal ads seeking new partners, only to discover they were perfect for each other all along. Sound familiar? Too often, talent leaders obsess over external candidates while overlooking the incredible potential already on their teams. This session explores why internal mobility isn't just a retention strategy—it's a competitive advantage that requires us to "woo" our existing employees with the same energy we bring to external recruiting. 

Session Takeaways:

• Learn why investing in internal mobility delivers better ROI than constant external hiring
• Discover practical strategies for "wooing" current employees with the same intentionality you bring to external candidate experiences
• Understand how to create clear lines of progress and growth that make career pathways visible and achievable
• Explore the case for building dedicated internal talent acquisition teams that champion mobility from within

1:30 p.m.–2:10 p.m. PT —

Leverage RecOps to Position Your Team as a Revenue Generator 

Recruiting teams are often seen as cost centers—necessary overhead that drains resources during hiring surges and becomes expendable during downturns. But what if you could flip that narrative entirely? By leveraging recruitment operations strategically, talent leaders can quantify their direct impact on revenue, demonstrate ROI in dollars and cents, and position their teams as business-critical revenue drivers. This session provides a practical framework for measuring what matters, from the hidden costs of vacancies to the financial impact of hiring velocity and quality, while exploring innovative ways your team can generate external revenue when internal hiring slows.