How to Apply to Aeon

13 min read Last updated April 20, 2026 3 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Aeon Co., Ltd. (TSE: 8267) is the largest retail group in Asia, with roots back to 1758 (Okadaya in Mie), modern incorporation as Jusco in 1969, and rebranding to Aeon in 2001; today it employs roughly 570,000 people across 300+ subsidiaries.
  • You are not applying to one company; you are applying into a federation that includes Aeon Retail, Aeon Mall (separately listed as 8905), Aeon Financial Service (8570), Aeon Bank, Welcia, Maxvalu, Daiei, Ministop, Aeon Next, and dozens of ASEAN country operations, each with its own culture, ladder, and pay band.
  • Japanese new-graduate (shinsotsu) hiring runs through Mynavi and Axol cohort portals on the standard Keidanren calendar; mid-career (chuto saiyo) hiring runs through Miidas and direct subsidiary postings; ASEAN hiring runs through local-country sites in local languages.
  • JLPT N2 is a practical floor for any Japan-based corporate role and N1 is the de facto bar for HQ merchandising, finance, legal, and IR; English-only candidates are limited to designated global roles and ASEAN HQ positions.
  • Compensation for new-graduate sogo-shoku roles in Japanese retail typically falls in the 4.5-7 million JPY range for the first few years (base plus bi-annual bonus), with store managers reaching roughly 7-10 million JPY depending on store size and tenure; HQ corporate, Aeon Mall, and Aeon Financial Service compensation runs higher than the GMS retail ladder.
  • Aeon Mall (8905) is operationally a real-estate developer and asset manager, not a retailer, and recruits from a real-estate talent pool with overlap to Mitsui Fudosan and Mitsubishi Estate; treat it as a separate company in your application strategy.
  • Aeon retreated meaningfully from mainland China in the early 2020s and now treats ASEAN, particularly Vietnam, as its primary international growth market; questions about your view of this pivot are common in interviews for strategy, international, and merchandising roles.
  • Tenkin (forced relocation) is a real and standard clause in sogo-shoku contracts; verify the relocation expectation in writing before accepting, and consider area-limited (エリア社員) tracks if you cannot relocate.
  • The most common reason offers are declined to Seven & i, Lawson, or Itochu is brand prestige and HQ centralization, not pay; candidates who genuinely value multi-format diversification, ASEAN exposure, and long-tenure stability over Tokyo brand cachet thrive at Aeon.

About Aeon

Aeon Co., Ltd. (TSE: 8267) is the largest retail group in Asia and one of the most complex employers in Japan, tracing its lineage back to 1758, when the Okada family opened a small kimono and sundry-goods shop called Shinohara-ya in what is now Yokkaichi, Mie Prefecture. That shop, later renamed Okada-ya, sat alongside two other regional general merchants, Futagi and Shiro, until the three companies merged in 1969 to form Jusco (Japan United Stores Company). Jusco rebranded to Aeon in 2001, and the corporate parent, Aeon Co., Ltd., now sits at the top of a federation of more than 300 consolidated subsidiaries that touch nearly every part of Japanese daily life. With roughly 570,000 employees across the group as of recent disclosures, Aeon is the largest private-sector employer in Japan and one of the largest retail employers in the world. Anyone applying to 'Aeon' should understand from day one that they are not applying to a single company; they are applying into an ecosystem that includes the holding company in Chiba, the general-merchandise stores (Aeon Retail), supermarkets (MaxValu, Daiei, KASUMI, Maruetsu under United Super Markets Holdings), drugstores (Welcia Holdings), convenience stores (Ministop), shopping mall operations (Aeon Mall, separately listed on the TSE as 8905), financial services (Aeon Financial Service and Aeon Bank), specialty stores (Cox, Talbots Japan, Claire's Nippon, Mega Sports), digital grocery (Aeon Next, the Ocado-powered online supermarket), and Southeast Asian operations stretching from Malaysia and Thailand to Vietnam, Cambodia, Indonesia, and the Philippines. The modern Aeon group was built by Takuya Okada and his brother Motoya Okada, who consolidated regional general-merchandise chains into Jusco in 1969 and then drove the post-bubble expansion that turned Aeon into a national mall developer and acquirer of distressed competitors, most notably the 2015 absorption of Daiei, the once-dominant supermarket chain that went bankrupt and was rescued in stages. The current chairman is Motoya Okada, and group leadership has remained closely associated with the Okada family despite the federated structure of the holding company. Aeon Mall (8905) is independently listed as a J-REIT-adjacent developer that owns and operates more than 160 large-format shopping centers in Japan plus a growing footprint in Vietnam, Cambodia, China, and Indonesia, and Aeon Financial Service (8570) is also separately listed; this means a candidate offered a role at 'Aeon Mall' or 'Aeon Bank' is technically joining a different listed entity from the parent, with its own compensation bands, board, and career ladder. Recent strategic context matters for any candidate. Aeon retreated meaningfully from China beginning in the early 2020s, closing or transferring multiple GMS stores in mainland China while doubling down on ASEAN, where it now operates flagship malls in Hanoi, Ho Chi Minh City, Phnom Penh, and Greater Jakarta and explicitly targets Vietnam as its second home market. Domestically, the group is in the middle of a long transition from declining general-merchandise stores toward food retail, drugstores (Welcia is now the dominant growth engine), shopping center monetization, financial services, and digital grocery via Aeon Next, which uses the Ocado Smart Platform out of a flagship customer fulfillment center in Chiba. The group is also publicly committed to ASEAN as its growth frontier and to a multi-format, geographically diversified model that contrasts sharply with the more concentrated bets at Seven & i Holdings or Lawson. For a candidate, this means the 'best' Aeon job depends entirely on which subsidiary, which region, and which format you are joining; the parent company's name on the offer letter does not tell the whole story.

Application Process

  1. 1
    Identify which Aeon entity you are actually applying to before doing anything el

    Identify which Aeon entity you are actually applying to before doing anything else; the parent group recruitment hub at recruit.aeon.info routes new graduates and mid-career candidates into Aeon Retail, Aeon Mall, Aeon Financial Service, Welcia, Maxvalu, Aeon Next, Ministop, and dozens of other subsidiaries, each with its own hiring manager, compensation band, and career ladder, and the offer letter will name a specific legal entity rather than 'Aeon Co., Ltd.'

  2. 2
    For Japanese new-graduate (shinsotsu / 新卒) hiring, register on the cohort-specif

    For Japanese new-graduate (shinsotsu / 新卒) hiring, register on the cohort-specific portal during your final or penultimate university year; Aeon group recruiting is delivered through the Mynavi (job.mynavi.jp) and Axol (axol.jp) platforms with year-tagged mypages such as the 2028 sotsu and 2027 sotsu portals, and the schedule follows the standard Keidanren-aligned Japanese hiring calendar with company briefings (setsumeikai) starting in the spring of your junior year and naitei (informal offers) issued the following summer.

  3. 3
    For Japanese mid-career (chuto saiyo / 中途採用) hiring, apply through the キャリア採用情報

    For Japanese mid-career (chuto saiyo / 中途採用) hiring, apply through the キャリア採用情報 section of recruit.aeon.info, which is delivered partly through the Miidas (miidas.jp) scout-style platform and partly through direct postings; mid-career hires are typically funneled into specific functional roles (buyer, store manager, mall leasing manager, IT, finance, supply chain, digital) rather than the generalist sogo-shoku rotation reserved for new graduates.

  4. 4
    For specialist tracks, use the dedicated subsidiary recruitment sites: Aeon Bank

    For specialist tracks, use the dedicated subsidiary recruitment sites: Aeon Bank at aeonbank.co.jp/company/recruit, Aeon Next at recruit.aeonnext.co.jp, Welcia and Maxvalu through their own corporate sites, and the group-wide product (PB / Topvalu) recruitment hub at product-recruiting.aeon.info for merchandising, sourcing, and private-label development roles.

  5. 5
    For ASEAN roles (Aeon Vietnam, Aeon Malaysia, Aeon Co

    For ASEAN roles (Aeon Vietnam, Aeon Malaysia, Aeon Co. (M) Bhd. listed in KL, Aeon Thailand, Aeon Cambodia, Aeon Indonesia, Aeon Philippines), apply directly to the country subsidiary's local careers site or LinkedIn presence rather than the Japan portal; these are operationally separate companies with local hiring managers, local employment law, and predominantly local-language recruiting in Vietnamese, Bahasa Malaysia, Thai, etc., though English-capable HQ liaison roles do exist.

  6. 6
    Expect a multi-stage selection process for Japanese new-graduate tracks: SPI3 or

    Expect a multi-stage selection process for Japanese new-graduate tracks: SPI3 or GAB-style aptitude testing (shukatsu test), entry sheet (ES) submission through Mynavi/Axol, group discussion (GD) round, two to three rounds of interviews moving from junior recruiters to division leaders to executives, and a final naitei ceremony that may include a written commitment to decline competing offers, a uniquely Japanese custom that retail-sector applicants should be prepared for.

  7. 7
    Mid-career and ASEAN candidates typically face a shorter funnel of two to three

    Mid-career and ASEAN candidates typically face a shorter funnel of two to three behavioral interviews in Japanese (or English for designated international roles), a reference and background check, and a written offer that specifies the legal entity, work location (which can be anywhere in Japan for Aeon Retail sogo-shoku tracks because of tenkin / forced-relocation clauses), starting salary, and probation period; clarify the relocation clause in writing before accepting, as this is the single most common source of post-hire regret at Japanese retail employers.

Resume Tips for Aeon

recommended

Submit a Japanese-language rirekisho (履歴書) and shokumu keirekisho (職務経歴書) for an

Submit a Japanese-language rirekisho (履歴書) and shokumu keirekisho (職務経歴書) for any HQ, store, or corporate role based in Japan; English-only resumes are typically only accepted for designated global roles or ASEAN HQ positions, and even then a Japanese version strengthens your application materially because most hiring managers and HR partners read Japanese first.

recommended

Use the official JIS-format rirekisho template available from any Japanese stati

Use the official JIS-format rirekisho template available from any Japanese stationery store or downloadable from Mynavi; recruiters at large Japanese retailers expect the standard photograph, hand-written or carefully typeset format, and chronological work history without gaps, and deviation from the format is read as carelessness rather than creativity.

recommended

Demonstrate retail or service-sector experience explicitly, with quantified outc

Demonstrate retail or service-sector experience explicitly, with quantified outcomes (square meters of sales floor managed, average daily transactions, gross margin movement, shrinkage reduction, comparable-store sales lift, customer satisfaction score change, headcount supervised); Aeon hires heavily from competitor retailers, restaurants, hotels, and consumer-goods companies, and concrete numbers separate serious candidates from generic ones.

recommended

For non-Japanese applicants, state your Japanese language certification level pr

For non-Japanese applicants, state your Japanese language certification level prominently, ideally JLPT N2 or higher for any Japan-based role outside designated English-language tracks; JLPT N1 is the practical bar for HQ corporate, finance, legal, and merchandising roles where you will be working in Japanese with internal stakeholders all day, and below N2 you will struggle in interviews regardless of resume quality.

recommended

If you are applying to Aeon Mall (8905), foreground real estate, leasing, asset

If you are applying to Aeon Mall (8905), foreground real estate, leasing, asset management, retail-tenant relations, urban planning, or J-REIT experience; Aeon Mall is operationally a developer and asset manager more than a retailer, and the subsidiary has its own talent profile that overlaps more with Mitsui Fudosan, Mitsubishi Estate, or Tokyu Land than with the supermarket side of the house.

recommended

If you are applying to Aeon Financial Service or Aeon Bank, lead with banking, c

If you are applying to Aeon Financial Service or Aeon Bank, lead with banking, credit-card, consumer-finance, or fintech experience and any FSA-relevant licensing (証券外務員 securities sales rep, 内部管理責任者 internal control officer, FP technical exam levels, AFP/CFP); these are regulated entities with different career ladders from the retail side and recruiters screen for financial-services literacy first.

recommended

Show stability and longevity on your resume; Japanese retail employers, includin

Show stability and longevity on your resume; Japanese retail employers, including Aeon, remain skeptical of candidates with multiple short tenures (under three years each) and prefer applicants who can frame each move as a deliberate progression rather than a series of escapes, so add brief one-line context for each transition rather than leaving it blank.

recommended

Be explicit about your willingness to accept tenkin (転勤, forced relocation) for

Be explicit about your willingness to accept tenkin (転勤, forced relocation) for sogo-shoku (総合職, generalist career-track) roles; Aeon Retail sogo-shoku contracts can place you anywhere in Japan, and many candidates who do not want to relocate apply instead for ippan-shoku (一般職, regional or non-relocating track) or area-limited (エリア社員) roles, which exist at Aeon but pay less and cap promotion ceilings.

Interview Culture

Aeon interview culture is recognizably Japanese-retail in tone: formal, hierarchical, polite, slow-moving, and heavily weighted toward fit, perseverance (gaman), and willingness to spend a long career growing inside a single corporate family. Interviews are conducted at the Chiba Makuhari headquarters (or by video for distant candidates), and you should arrive at least ten minutes early in conservative business attire (dark suit, white shirt, conservative tie for men; dark suit or skirt suit with neutral blouse for women), bring printed copies of your rirekisho and shokumu keirekisho even if you submitted them online, and follow the ojigi (bow) and meishi (business card) etiquette expected at any large Japanese corporation. Interviewers typically include an HR partner, a line hiring manager, and for later rounds a division head or executive officer; questions move from your motivations (shibo doki, why Aeon specifically over Seven & i, Itochu, or Lawson) to your understanding of the group's strategy (how do you see the role of GMS as Japan ages and consolidates? what is your view of the Welcia and Daiei integrations? how should Aeon respond to its China retreat?) to behavioral questions about teamwork, conflict, and how you have handled adversity. The tone is rarely confrontational, but the bar for substantive, factually grounded answers is high, and candidates who clearly have not read the integrated annual report or thought about the multi-format strategy stand out negatively. The Okada family heritage and the 1758 founding story are not decorative; they are part of how Aeon explains itself to itself, and prepared candidates can speak credibly about the group's principles (the 'Aeon Basic Principles' of customer first, community contribution, and human respect, sometimes phrased as 'Pursuing peace, respecting humanity, and contributing to local communities'). Senior interviews often probe your understanding of these principles in concrete operational terms, not as slogans. Expect at least one question about how you would respond to a customer complaint at the store level, how you balance corporate efficiency with local-community service, and how you would think about Aeon's sustainability commitments (the group has been a vocal early adopter of decarbonization and biodiversity targets in Japanese retail). Multi-subsidiary culture distinctions matter and interviewers will test whether you understand them. Aeon Retail (the GMS / supermarket business) is the legacy heart of the company and culturally the most traditional, with strong store-floor apprenticeship norms and a long path from store associate to store manager to area manager to merchandising or HQ leadership. Aeon Mall (8905) is more entrepreneurial, real-estate-driven, and increasingly international, with leasing and development culture closer to a major Japanese real-estate developer than to a supermarket chain. Welcia, although an Aeon subsidiary, has its own strong drugstore-operator identity built on pharmacist-led healthcare and is run with substantial autonomy. Aeon Financial Service and Aeon Bank operate under FSA regulation with the formality and risk-management seriousness of any Japanese financial institution. Daiei retains residual brand identity but has been integrated tightly into Aeon Retail. Aeon Next is the most startup-flavored unit in the group, leveraging Ocado technology and recruiting English-capable engineers and supply-chain analysts at much faster cadence than the rest of the group. Walking into an interview without knowing which culture you are joining is a common reason offers do not convert.

What Aeon Looks For

  • Clear and specific articulation of why Aeon over its competitors (Seven & i Holdings, Itochu/FamilyMart, Lawson, Pan Pacific International, Don Quijote), supported by reading of the latest integrated annual report and a credible point of view on the multi-format strategy.
  • Genuine commitment to retail and service work, including comfort with store-floor rotations early in your career; Aeon expects new graduates and many mid-career hires to spend formative years in stores before being eligible for HQ buying, merchandising, or strategy roles.
  • Japanese-language fluency at JLPT N2 or higher for HQ Japan-based roles, with N1 strongly preferred for corporate, legal, finance, IR, and merchandising functions where Japanese is the operating language all day; designated English-track roles exist but are a small minority.
  • Comfort with tenkin (forced relocation) and long-tenure career arcs; Aeon's career ladders assume you will move geographically as part of a multi-decade career and prefer candidates who frame this as growth rather than burden.
  • Demonstrated quantitative literacy in retail metrics (sales per square meter, gross margin, inventory turns, comparable-store sales, customer counts, basket size, shrinkage, labor productivity) for store and merchandising roles, and asset-management metrics (NOI, occupancy, leasing spreads, capex yield) for Aeon Mall roles.
  • Cross-cultural capability for ASEAN roles, including evidence of working effectively across Japanese, Vietnamese, Thai, Malay, Indonesian, or Khmer-speaking teams; Aeon explicitly invests in ASEAN as its growth market and prizes Japan-trained candidates who can localize and locally trained candidates who can interface with Japan HQ.
  • Sustainability and community-impact orientation, including specific awareness of Aeon's decarbonization commitments, biodiversity programs, food-waste reduction targets, and the long-running Aeon Yume Mirai Fund; the group treats these as core strategy, not CSR window dressing.
  • Stewardship and humility in tone; flashy self-promotion lands poorly in Aeon interviews, and credible candidates show pride of ownership without overclaiming and frame achievements as team outcomes rather than solo heroics.

Frequently Asked Questions

What is the typical starting salary for a new-graduate sogo-shoku role at Aeon Retail in Japan?
Aeon Retail starting compensation for university graduates entering the sogo-shoku (generalist) track is typically in the 220,000-250,000 JPY per month range as base salary, plus a bi-annual bonus that brings annual cash compensation into roughly the 4.5-5.5 million JPY band in year one. Master's-degree hires start slightly higher. Store managers (tencho) at mid-size GMS stores typically earn 7-10 million JPY annually depending on store revenue, while HQ corporate, Aeon Mall, and Aeon Financial Service career ladders pay materially more than the GMS retail track. These bands are competitive with Ito-Yokado and Lawson but below trading-house (sogo shosha) compensation, which is a deliberate trade-off Aeon makes in favor of multi-format diversification and long-tenure stability.
What is the difference between joining Aeon Retail, Aeon Mall, and Aeon Bank as separate companies?
These are legally distinct entities with their own boards, listings, compensation structures, and cultures. Aeon Retail is the GMS and supermarket operating company and is culturally the most traditional retail employer, with store-floor apprenticeship norms and tenkin-heavy sogo-shoku tracks. Aeon Mall (TSE: 8905) is a separately listed shopping-center developer and asset manager whose talent overlaps more with Mitsui Fudosan and Mitsubishi Estate than with supermarket retail, and it pays on a real-estate band. Aeon Financial Service (TSE: 8570) and Aeon Bank are FSA-regulated financial institutions with formal banking culture, separate compensation, and different career ladders. Read the offer letter carefully; the legal entity named on the contract determines almost everything about your career.
Can a non-Japanese citizen realistically be hired by Aeon for an HQ role in Japan?
Yes, but practically only at JLPT N2 or above (and almost always N1 for HQ corporate, finance, legal, and merchandising functions where Japanese is the operating language). Aeon does hire foreign nationals into HQ roles, particularly for ASEAN-facing strategy, international expansion, digital, IT, and Aeon Next engineering positions, and the group has invested in becoming a more multinational employer. However, the bar for Japanese language is genuinely high outside designated English-track roles, and applying without N2-equivalent fluency to a non-international role wastes everyone's time. ASEAN country roles are a more accessible entry point for many non-Japanese applicants.
How does Aeon's mid-career (chuto saiyo) hiring work and how is it different from new-graduate hiring?
Mid-career hiring at Aeon is significantly more functional and less culture-and-rotation-driven than the new-graduate (shinsotsu) track. Mid-career candidates apply for a specific functional role (buyer, store manager, leasing manager, IT engineer, internal auditor, IR officer, sustainability lead, digital product manager) through Miidas-powered scout postings or direct subsidiary recruiting sites, face two to three rounds of interviews focused on functional skill and prior results, and typically join at a defined level rather than entering a generalist development cohort. Compensation is negotiated on the role rather than fixed by graduation year. The cultural acclimation expectation is also higher because you are not getting the multi-year orientation that shinsotsu hires receive.
Why do candidates often turn down Aeon offers in favor of Seven & i, Lawson, or Itochu/FamilyMart?
The most common reasons are HQ centralization, brand prestige in Tokyo, and a perception that Seven & i and the trading-house-backed convenience operators sit at the apex of Japanese retail status. Itochu in particular pays substantially more than any GMS retailer for new graduates and offers Marunouchi-based generalist careers. Aeon's counter-pitch is multi-format diversification, ASEAN growth exposure, longer-tenure stability, and a less Tokyo-centric career; candidates who weigh those factors realistically tend to accept Aeon, while candidates motivated primarily by Tokyo HQ prestige and starting compensation often go elsewhere. Aeon does not typically counter-bid on starting salary.
What is tenkin (転勤) and how seriously does Aeon enforce it?
Tenkin is forced geographic relocation tied to your employment contract, and it is genuinely standard for sogo-shoku (generalist career-track) roles at Aeon Retail and many other Aeon subsidiaries. You can be relocated anywhere in Japan, often with limited notice, for store-management rotations, regional buying assignments, or HQ secondments. Aeon offers area-limited (エリア社員) tracks that cap geographic mobility but also cap promotion ceilings and pay. The single biggest source of post-hire regret at Japanese retail employers is candidates who underestimated the tenkin clause; clarify this in writing before accepting and ask specifically about typical rotation cadence, regional scope, and family-relocation support.
How significant is the China retreat and what does it mean for international candidates?
Aeon meaningfully reduced its China footprint beginning in the early 2020s, closing or transferring multiple GMS stores in mainland China and pivoting growth investment to ASEAN, particularly Vietnam, Cambodia, and Indonesia. The group still operates Aeon Mall properties in China and retains a presence, but the strategic emphasis has clearly shifted south. For international candidates, this means roles tagged 'international' increasingly mean Vietnamese, Thai, Malay, Bahasa Indonesia, or Khmer language environments rather than Mandarin, and Aeon Mall Vietnam has become one of the most-recruited subsidiaries in the group. Be prepared to articulate why ASEAN is a credible growth market and what you would bring to a region-specific role.
What ATS or recruitment platforms does Aeon use, and where do I actually apply?
Aeon does not use a single global ATS. Japanese new-graduate hiring runs primarily through Mynavi (job.mynavi.jp) and Axol (axol.jp) cohort portals, accessed via recruit.aeon.info/find-my-aeon. Mid-career hiring runs through Miidas (miidas.jp) and direct subsidiary postings. Aeon Bank, Aeon Next, Welcia, and Aeon Mall maintain their own subsidiary recruitment sites. ASEAN country operations recruit through local-country careers pages and LinkedIn. There is no single 'Apply Now' button that covers the whole group, and identifying the right portal for the right subsidiary is a real part of the application work.
How important is the Okada family heritage and the 1758 founding story in interviews?
More important than candidates expect. The Okada family heritage, the 1758 Okadaya origin in Mie, the 1969 Jusco merger of Okadaya, Futagi, and Shiro, and the modern Aeon brand consolidation in 2001 are part of how the company explains its purpose to itself, and the Aeon Basic Principles (customer first, community contribution, human respect) are treated as living operating principles rather than slogans. Interviewers commonly ask candidates to relate the founding story or the basic principles to a specific business challenge, and rote textbook answers are easily detected. Spend real time with the integrated annual report and the corporate history page before any interview.
Are there meaningful career paths between subsidiaries (for example, from Aeon Retail to Aeon Mall or to Aeon Next)?
Yes, but they require deliberate sponsorship and are not automatic. The group has a formal cross-subsidiary mobility program for high-potential employees, and senior leaders frequently rotate across Aeon Retail, Aeon Mall, Welcia, and Aeon Financial Service over a long career. However, the default career path stays inside whichever subsidiary you join, and the legal entity on your contract determines your compensation band, evaluation framework, and promotion ceiling. If cross-subsidiary mobility is important to you, ask hiring managers explicitly about the group rotation program (グループ間異動) and whether candidates from your background typically participate in it.

Open Positions

Aeon currently has 3 open positions.

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Related Resources

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Sources

  1. Aeon Co., Ltd. Group Recruitment Portal (recruit.aeon.info) —
  2. Aeon Co., Ltd. Mid-Career Recruitment (キャリア採用情報) —
  3. Aeon Bank Recruiting Site (イオン銀行) —
  4. Aeon Next Recruitment (イオンネクスト株式会社) —
  5. Aeon Group Product / PB Recruitment (Topvalu) —
  6. Aeon Co., Ltd. Corporate Information (aeon.info) —
  7. Aeon (company) overview, history, and subsidiaries — Wikipedia —
  8. Aeon Mall Co., Ltd. (TSE: 8905) corporate site —