How to Apply to REWE Group

13 min read Last updated April 20, 2026 1 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • REWE Group is a cooperative of more than 385,000 employees across REWE supermarkets, PENNY, DER Touristik, Toom, Lekkerland, and REWE digital — knowing which entity you are applying to is the most important piece of preparation.
  • Job discovery happens at jobs.rewe-group.com (a custom REWE-built portal) but applications are processed entirely through SAP SuccessFactors at karriere.rewe-group.com. Build a strong SuccessFactors candidate profile once and reuse it across the group.
  • Apply in German with a tabellarischer Lebenslauf, photo, Anschreiben, and Zeugnisse for any German-based role unless the posting explicitly invites English. REWE digital corporate engineering roles are the main exception.
  • There are five distinct entry paths: Ausbildung, Duales Studium, Praktikum/Werkstudium, Trainee, and Direkteinstieg. Choosing the right path for your career stage is more important than the polish of your application.
  • Interviews are structured, formal, and scenario-heavy. Expect 'Sie' address, multi-round panels for corporate roles, full-day Assessment Centers for Trainee programs, and concrete operational scenarios for store and logistics roles.
  • Most store and logistics roles are tariff-bound (Tarifvertrag Einzelhandel), so salary negotiation room is narrow but benefits (Urlaubsgeld, Weihnachtsgeld, Mitarbeiterrabatt, Betriebsrente) are substantial and standard. Corporate and Trainee roles are außertariflich and follow market negotiation.

About REWE Group

REWE Group is one of Europe's largest food retailers and travel companies, headquartered at Domstraße 20 in Köln (Cologne), Germany. Founded in 1927 as a cooperative of independent grocers (Revisionsverband der Westkauf-Genossenschaften — the original 'REWE' acronym), the group has grown into a roughly 385,000-employee organization generating around €92 billion in revenue across more than 20 European countries. Lionel Souque has served as CEO since 2017 and is the public face of the group's strategic direction, particularly its push into digital retail, sustainability, and integrated tourism. Unlike publicly traded peers such as Carrefour or Tesco, REWE retains its cooperative legal structure: a federation of self-employed retailers (Selbstständige Kaufleute) sits alongside corporate-operated stores, and that two-headed model shapes everything from hiring authority to career mobility. The group operates through several distinct business divisions, and which division you apply to materially changes the experience. REWE supermarkets — roughly 3,700 stores across Germany — are the flagship full-line grocery format, split between corporate-run Regiemärkte and independently owned Kaufmann-led stores. PENNY is the discount banner with around 3,600 stores in Germany plus international footprints in Italy, Romania, Austria, Hungary, and Czechia, competing directly with Aldi and Lidl. DER Touristik is the tourism arm, encompassing brands such as ITS, Meiers Weltreisen, Dertour, Jahn Reisen, and ADAC Reisen — a major European tour operator that absorbed talent and routes from the Thomas Cook Continental Europe collapse in 2019. Toom Baumarkt runs DIY home-improvement stores, Lekkerland serves as a wholesale distribution arm for convenience and impulse goods, and a growing technology unit — historically branded REWE digital — builds the e-commerce platform, the REWE Lieferservice (delivery service), the cashierless 'Pick&Go' format, and supply-chain software. For candidates, the practical takeaway is that REWE Group is not one employer but a constellation of employers under one cooperative umbrella. A Verkäufer position at a Kaufmann-led REWE supermarket in Bavaria, a Trainee role at the Konzernzentrale in Köln, a tour-product manager at Dertour in Frankfurt, and a software engineer at REWE digital all live inside the same career portal but answer to very different hiring managers, pay scales, and works councils. Understanding which division — and within REWE supermarkets, whether the store is corporate-operated or independently owned — is often the single most useful piece of intelligence you can gather before applying. The careers site (jobs.rewe-group.com) tags every posting with both the brand and the geographic market, and the apply flow then hands off to the corporate SAP SuccessFactors environment that processes the application.

Application Process

  1. 1
    Start at jobs

    Start at jobs.rewe-group.com — the public job board lists roughly 1+ open positions across all REWE Group brands at any given time. Use the Filtern panel to narrow by Marke (REWE, PENNY, DER Touristik, Toom, Lekkerland, Konzernzentrale, REWE digital), Berufsfeld (occupational field), Karrierestufe (Berufseinsteigende, Berufserfahrene, Ausbildung, Aushilfe, Studierende), and PLZ (postal code radius). The search supports German postal-code geofencing, which matters because most retail roles are tied to a specific Markt or logistics center.

  2. 2
    Decide which entry path fits you

    Decide which entry path fits you. REWE Group hires through five primary channels: Ausbildung (formal vocational apprenticeships such as Kaufmann/-frau im Einzelhandel, Verkäufer, Fachkraft für Lagerlogistik, or Fachinformatiker), Duales Studium (combined work-and-degree programs with cooperative partner universities), Praktikum/Werkstudium (internships and student jobs), Trainee programs (12–24 month structured rotations into corporate functions), and Direkteinstieg (direct hires for both store and corporate roles). Choosing the wrong path is the most common reason a strong candidate gets filtered out — a recent Master's graduate applying to Direkteinstieg-Vertrieb roles will compete with experienced retail managers, while the same candidate applying to a Trainee program is exactly the target profile.

  3. 3
    Prepare a German-language application unless the posting explicitly invites Engl

    Prepare a German-language application unless the posting explicitly invites English. The default expectation across all German-based roles is a complete Bewerbungsunterlage in German: a one-page Anschreiben (cover letter), a tabular Lebenslauf (CV) of one to two pages with photo (still customary in Germany despite AGG anti-discrimination law), and Zeugnisse — copies of school leaving certificates (Abschlusszeugnis), university transcripts, and Arbeitszeugnisse (structured employer reference letters from prior jobs). Corporate roles at the Konzernzentrale and at REWE digital sometimes accept English applications, particularly for engineering and data roles, but you should confirm by reading the posting carefully and defaulting to German if the job description itself is German.

  4. 4
    Submit through the SAP SuccessFactors career site

    Submit through the SAP SuccessFactors career site. Clicking the 'Jetzt bewerben' button on any job at jobs.rewe-group.com redirects you to karriere.rewe-group.com, which is REWE's branded SuccessFactors RMK (Recruiting Marketing Career Site Builder) front-end. You will be prompted to create a candidate profile or sign in to an existing one. The form expects file uploads (PDF preferred, max 5 MB per file typically), structured fields for personal data, education, and employment history, and a question set that varies by role — store positions often ask about earliest start date, weekly hours availability, and willingness to work weekends; corporate roles ask about salary expectations and notice period (Kündigungsfrist).

  5. 5
    Expect an automated confirmation email within minutes (Eingangsbestätigung) and

    Expect an automated confirmation email within minutes (Eingangsbestätigung) and a substantive recruiter response within one to three weeks. Store-level roles, especially in regions with tight labor markets, often move faster — sometimes a phone call within 48 hours. Corporate Köln roles and Trainee programs run on slower, more structured timelines with cohort intake dates, particularly for programs that start in September or March.

  6. 6
    Move through a multi-stage interview process appropriate to the role

    Move through a multi-stage interview process appropriate to the role. Store roles usually involve a phone screen plus one in-person Vorstellungsgespräch with the Marktmanager (store manager) or Bezirksleiter (district manager). Corporate and Trainee roles run through three to five stages: HR phone screen, hiring-manager interview, case study or technical exercise, panel interview with cross-functional stakeholders, and sometimes a final conversation with a Bereichsleiter (department head). Assessment Centers (one full day with group exercises, presentations, and individual interviews) are standard for Trainee programs and high-volume Ausbildung intakes.

  7. 7
    Negotiate carefully and respect the tariff structure

    Negotiate carefully and respect the tariff structure. Most REWE and PENNY store roles in Germany fall under the regional Tarifvertrag Einzelhandel (collective bargaining agreement for retail), which sets pay scales by Tarifgruppe and tenure — there is real negotiation room only on placement within the scale and on übertarifliche Zulagen (above-tariff supplements). Corporate, digital, and Trainee roles are außertariflich (AT, outside the tariff) and follow market negotiation. Always ask about Urlaubsgeld, Weihnachtsgeld, vermögenswirksame Leistungen, employee discount cards (Mitarbeiterrabatt), and the company pension contribution — these are standard German benefits and recruiters expect the question.

Resume Tips for REWE Group

recommended

Write in German for German-based positions and follow the tabellarischer Lebensl

Write in German for German-based positions and follow the tabellarischer Lebenslauf format. The expected order is: personal data block (name, address, phone, email, date of birth, nationality) with a professional photo top-right, then Berufserfahrung in reverse chronological order with employer, location, dates (Monat/Jahr to Monat/Jahr), job title, and three to five bullet points per role, then Ausbildung (education), then Sprachkenntnisse (language proficiency on the Common European Framework A1–C2 scale), then EDV-Kenntnisse or IT-Kenntnisse (software skills), and finally Sonstiges (interests, voluntary work, certifications). Keep it to one page if you have under five years of experience, two pages otherwise. Sign and date the document at the bottom — this is still expected in formal German applications.

recommended

Match the role title and the Tarifgruppe language exactly when applying to store

Match the role title and the Tarifgruppe language exactly when applying to store roles. If the posting reads 'Verkäufer mit Kassiertätigkeit (m/w/d)', use that exact phrasing in your Anschreiben and resume headline. SuccessFactors keyword matching is unforgiving, and recruiters scanning hundreds of applications for the same Markt rely on phrase matches to triage. Include the Tarifgruppe (e.g., 'Tarifgruppe G2/G3') if you held a comparable role previously — this signals fluency in the German retail comp framework.

recommended

Quantify retail and logistics achievements with the metrics REWE actually tracks

Quantify retail and logistics achievements with the metrics REWE actually tracks: Umsatz (revenue) growth, Inventur-Differenz (shrinkage rate), MHD-Quote (waste rate from expiring goods), Personalkostenquote (labor cost ratio), Kundenzufriedenheit (customer satisfaction scores), and team size led. For logistics roles, cite Pickrate (picks per hour), Kommissionierfehlerquote (picking error rate), and throughput numbers. For corporate roles, state budget responsibility in euros, headcount managed, and project scope.

recommended

For Konzernzentrale and REWE digital roles, write in a more international style

For Konzernzentrale and REWE digital roles, write in a more international style and include LinkedIn and GitHub links. Engineering roles particularly benefit from a skills section listing the actual stack (the team uses Java, Kotlin, Go, Python, Kubernetes on Google Cloud, and React/TypeScript on the frontend) and links to public repositories. The photo and date-of-birth conventions are still common but increasingly optional for these roles — when in doubt, include them.

recommended

For DER Touristik roles, foreground destination knowledge, foreign-language prof

For DER Touristik roles, foreground destination knowledge, foreign-language proficiency at C1/C2 level, and any GDS (Amadeus, Sabre) or tour-operator system experience. Frequent travelers should list the countries and regions they know well — product managers and reise-experten (travel experts) are evaluated partly on their ability to speak credibly about specific resorts, hotels, and itineraries.

recommended

Translate every prior employer's name and role accurately into German if your Le

Translate every prior employer's name and role accurately into German if your Lebenslauf is German. Use 'Werkstudent' for student worker roles, 'Praktikant' for interns, 'Sachbearbeiter' for administrative specialist roles, 'Referent' for advisor or analyst roles, 'Spezialist' or 'Senior Manager' for senior individual contributors, and 'Teamleiter / Abteilungsleiter / Bereichsleiter' for ascending levels of people management. A Lebenslauf that mixes English titles inside German prose reads as a translation oversight to most German recruiters.

recommended

Attach Arbeitszeugnisse (employer reference letters) in PDF as separate files, n

Attach Arbeitszeugnisse (employer reference letters) in PDF as separate files, not pasted into the Lebenslauf. German employers are legally required to provide structured reference letters that use a coded grading language ('stets zu unserer vollsten Zufriedenheit' = excellent; 'zu unserer Zufriedenheit' = below average), and recruiters at REWE Group know how to decode them. Missing Arbeitszeugnisse from prior German employers is a yellow flag — if you genuinely do not have one (e.g., you worked abroad), state so briefly in the Anschreiben to preempt the question.

ATS System: SAP SuccessFactors Recruiting (RMK Career Site Builder)

REWE Group runs its candidate-facing career experience on SAP SuccessFactors, hosted in the EU data center (performancemanager5.successfactors.eu). The public job-search portal at jobs.rewe-group.com is REWE's own custom-built shell — useful for browsing, filtering, and discovering jobs across all brands — but every 'Jetzt bewerben' (Apply now) button hands off to karriere.rewe-group.com, which is the SuccessFactors RMK (Recruiting Marketing) career site. The full application flow, candidate profile, document storage, status tracking, and recruiter workflow all happen inside SuccessFactors. As of April 2026, the live job board lists 16,792 open positions across the group, all flowing through this single ATS instance.

  • Create one strong candidate profile in SuccessFactors and reuse it. Once you have applied to a single REWE Group role, your profile (CV upload, structured education and employment history, contact data, document library) persists across the entire group. Subsequent applications are dramatically faster, and you can apply to roles at REWE supermarkets, PENNY, DER Touristik, Toom, REWE digital, and the Konzernzentrale from one login. Update your master CV in the document library before every new application — old uploads do not auto-refresh.
  • Upload PDFs, not Word documents. SuccessFactors accepts both, but PDF preserves your formatting through the recruiter's preview pane. Use clear filenames in German format: 'Lebenslauf_Nachname_Vorname.pdf', 'Anschreiben_Nachname_Vorname_REWE.pdf', 'Zeugnisse_Nachname_Vorname.pdf'. Avoid umlauts and special characters in filenames — some downstream HR systems still mangle them.
  • Fill in the structured fields completely, even when you have uploaded a CV that contains the same information. SuccessFactors parses the structured fields for search, ranking, and downstream HR data — the CV is for the human reviewer. Education history, employment history, language skills (with CEFR levels), and willingness-to-relocate flags should all be filled in by hand, not assumed to be readable from your uploaded PDF.
  • Use the Jobticker (job alert) feature on karriere.rewe-group.com to subscribe to roles by keyword and location. Many high-quality openings — especially Trainee programs and Konzernzentrale roles — fill within days of posting because internal employees see them first. A saved alert with a sensible keyword (e.g., 'Trainee Einkauf', 'Data Engineer', 'Reiseproduktmanager') and a 25-km radius around your target city gives you a real time advantage.
  • Track application status inside the SuccessFactors candidate dashboard, not by email. Status transitions ('Bewerbung eingegangen' → 'In Prüfung' → 'Im Auswahlverfahren' → 'Vorstellungsgespräch geplant' → 'Absage' or 'Vertragsangebot') are visible in your candidate profile in near-real-time, while email notifications can lag by 24–48 hours. If a role has been 'In Prüfung' for more than three weeks with no movement, a polite follow-up to the named recruiter is appropriate.
  • Withdraw stale applications. SuccessFactors lets you actively withdraw an application that you are no longer interested in. Doing so is courteous, frees up recruiter pipeline reporting, and keeps your profile clean for future applications. Recruiters do see your full application history when you re-apply.
  • Be aware of duplicate-detection. SuccessFactors flags candidates who apply to the same job twice and candidates who appear to spam-apply across many unrelated roles. A focused application strategy (three to five well-targeted roles per cycle) outperforms volume.

Interview Culture

Interviewing at REWE Group is recognizably German: structured, formal at the start, scenario-heavy in the middle, and practical at the end.

Expect to be addressed as 'Sie' throughout the early stages — switch to 'du' only when explicitly invited, which is increasingly common at REWE digital and in younger Konzernzentrale teams but still rare in store and logistics environments. Punctuality is non-negotiable: arrive five to ten minutes early for in-person interviews, and dial into video calls two minutes before the scheduled time with camera tested and a quiet, well-lit background. The phone or video screen with the recruiter typically runs 30 to 45 minutes and covers your motivation for REWE Group specifically (not just any retailer), your earliest possible start date, your salary expectations stated as a Brutto-Jahresgehalt (gross annual salary, including the standard 13th-month or Weihnachtsgeld where applicable), your notice period at your current employer, and a high-level walkthrough of your CV. Recruiters here are well-trained on the cooperative structure and will probe whether you understand which entity you are applying to — answering 'I want to work at REWE' without distinguishing between a Kaufmann-led store and the Konzernzentrale is a common stumble. The hiring-manager interview, usually 60 to 90 minutes, dives into role-specific scenarios. For store roles, expect detailed situational questions: 'Ein Kunde reklamiert lautstark an der Kasse — wie reagieren Sie?' (A customer is loudly complaining at the checkout — how do you respond?), 'Sie übernehmen eine Frischetheke mit überdurchschnittlicher MHD-Quote — was sind Ihre ersten drei Maßnahmen?' (You take over a fresh-foods counter with above-average waste — what are your first three actions?). Answers should be concrete, sequential, and grounded in the realities of German retail labor law (working-time rules, Betriebsrat consultation, Arbeitsschutz). For corporate roles, expect a structured case study, often distributed in advance, where you analyze a category, market, or operational problem and present recommendations to a panel. Trainee program selection runs through a one-day Assessment Center at the Konzernzentrale in Köln, typically with 8 to 12 candidates. The agenda usually includes a self-presentation (5 minutes, in German), a group exercise (a business case worked collaboratively under observation), an individual case presentation, a structured interview with HR and a Fachbereich leader, and informal lunch with current Trainees. Evaluators score on Fachkompetenz (subject-matter expertise), Sozialkompetenz (collaboration), Methodenkompetenz (problem-solving rigor), and persönliche Kompetenz (self-awareness and resilience). The bar is high — REWE Group's Trainee programs typically receive 30 to 60 applications per slot. Technical interviews at REWE digital follow industry norms: a coding exercise (live or take-home), a system-design conversation, and a behavioral round focused on collaboration and ownership. Engineers report a friendly, low-ego interview style and an emphasis on pragmatic problem-solving over algorithmic puzzles. The team is multilingual but defaults to German in meetings unless a non-German-speaker is present. Salary discussions happen openly and relatively early — usually in the first recruiter call. Be ready with a researched range based on Stepstone, Glassdoor, and Kununu data for your specific role, region, and Tarif tier. Lowballing yourself is more common than overshooting; recruiters often expect a realistic ask and respect candidates who can justify their number. After a verbal offer, expect a written Vertragsangebot within a few business days, followed by a contract for signature. Background checks are limited compared to US standards — usually a Führungszeugnis (police clearance) for cash-handling and management roles, and Arbeitszeugnis verification.

What REWE Group Looks For

  • Genuine interest in food retail or tourism, not just a job. Recruiters across the group consistently filter for candidates who can articulate why REWE specifically — its cooperative structure, sustainability commitments, regional ownership model, or specific brand positioning. Generic 'I want to work at a large stable employer' answers underperform.
  • Cultural fit with the Genossenschaft (cooperative) mindset. The group prizes long tenure, internal mobility, and consensus-driven decision-making. Candidates who emphasize collaboration, willingness to start in operational roles before moving up, and patience with multi-stakeholder processes tend to do well. Candidates who frame themselves as lone-wolf disruptors do not.
  • German language proficiency at the level the role demands. Store and logistics roles require functional spoken German (B2 minimum, often C1). Konzernzentrale roles in Einkauf, Vertrieb, and HR require near-native German for stakeholder management. REWE digital engineering, data, and product roles are more flexible — B2 German plus strong English is often acceptable. Trainee programs are German-only.
  • Proven hands-on operational experience for store and logistics roles. Years behind a Kasse, on a Frischetheke, or in a Lager weigh more than academic credentials. For Filialleiter and Marktmanager-Assistent roles, prior leadership of a small team (even in a non-retail setting) is a near-requirement.
  • For corporate Einkauf (purchasing/category management) roles, deep category knowledge plus negotiation track record. The buying organization is the strategic engine of the supermarket business and recruits aggressively for candidates who understand FMCG manufacturer relationships, private-label strategy, and the EDEKA/REWE buying-pool dynamics that shape German grocery.
  • For DER Touristik roles, multi-language capability (German plus English plus a third language at minimum), destination expertise, and resilience — tourism has lived through Thomas Cook's collapse, COVID, geopolitical disruption, and currency volatility, and the company hires for people who can work calmly through customer crises.
  • For REWE digital roles, pragmatic engineering judgment over framework-of-the-month enthusiasm. The platform is a high-stakes production system that processes grocery orders for millions of customers — recruiters look for candidates who care about reliability, observability, and on-call ownership, not just feature velocity.
  • For Ausbildung candidates, school grades that meet the minimum threshold (typically Mittlerer Schulabschluss or Abitur, depending on program), demonstrated reliability (regular attendance, completed Praktika), and a credible answer to 'Why this Beruf?'. The dropout rate from Ausbildung programs is a real cost to the company, so recruiters probe for considered, durable motivation.

Frequently Asked Questions

Do I have to apply in German to work at REWE Group?
For roles based in Germany, the safe default is yes. REWE Group's career portal, application forms, and most internal communication run in German, and the overwhelming majority of postings are German-only. The exceptions are roles at REWE digital and some specialist Konzernzentrale positions (data engineering, certain product and design roles, international categories within DER Touristik) that explicitly accept English applications and operate in English-friendly teams. The job posting itself is the best signal — if it is written in German, apply in German. If it is in English or labeled bilingual, an English application is acceptable, though a German cover letter still wins points.
Which ATS does REWE Group use, and is the public job board the same as the application system?
REWE Group uses SAP SuccessFactors Recruiting, hosted in the EU SuccessFactors data center. The public job board at jobs.rewe-group.com is a custom REWE-built shell that aggregates and filters all openings across the group. When you click 'Jetzt bewerben' on any job, you are redirected to karriere.rewe-group.com, which is REWE's branded SuccessFactors RMK (Recruiting Marketing) career site. From that point forward — candidate profile, application submission, document upload, status tracking — everything happens inside SuccessFactors. One profile works across all REWE Group brands.
Is it worth applying to a REWE store role through the corporate portal, or should I just walk in?
Both can work, but they go to different places. Walking into a Markt and asking to speak with the Marktmanager is effective for independently owned (Kaufmann-led) REWE stores, where the owner has hiring authority and prefers personal applications — especially for Aushilfen (part-time helpers), Verkäufer, and Fachkräfte. For corporate-operated REWE Regiemärkte and for all PENNY stores, the corporate hiring process applies and you should go through jobs.rewe-group.com. Even for Kaufmann-led stores, submitting through the portal in parallel is a reasonable belt-and-suspenders approach because it puts you in the SuccessFactors candidate pool for future openings.
How competitive are the REWE Group Trainee programs?
Highly competitive. The Konzernzentrale Trainee programs (in Einkauf, Vertrieb, Logistik, Controlling, HR, IT, and other functions) typically attract 30 to 60 applications per slot, and the selection process runs through a one-day Assessment Center in Köln after multiple interview rounds. Successful candidates usually have a strong Master's degree, prior internships at REWE Group or a peer retailer, fluent German, and a demonstrated interest in the FMCG or retail industry. The DER Touristik Trainee program and the REWE digital Tech Trainee tracks have similar selectivity. If you are a recent graduate, applying to one Trainee program with a tailored, considered application beats spraying multiple direct-entry roles.
What is the difference between Direkteinstieg and Trainee, and which should I apply for?
Direkteinstieg (direct entry) means you are hired into a specific job at a specific level — for example, Junior Category Manager Convenience at the Konzernzentrale — and your career growth is on you and your manager. Trainee programs are 12-to-24-month structured rotations across multiple departments, typically with a mentor, formal training curriculum, and an assigned permanent role at the end. If you have less than two years of relevant experience and you want broad exposure to the group, Trainee is the right path. If you have specific experience that maps directly to an open role and you want to start at a higher level immediately, Direkteinstieg makes more sense. Applying to both for the same broad function is generally a mistake — recruiters see all your applications and read the ambivalence.
Does REWE Group sponsor work visas for non-EU candidates?
Yes, but selectively. The group sponsors EU Blue Cards and other German work permits for roles where the skill is genuinely scarce — primarily senior engineering, data, and specialist corporate roles at REWE digital and the Konzernzentrale. Store-level roles, Ausbildung, and most Trainee programs are essentially off-limits to candidates who do not already have EU work authorization or German residency, both because of the language requirement and because the candidate pool inside Germany is large enough to fill those roles. If you are a non-EU candidate targeting REWE digital, the realistic path is to apply for senior individual-contributor roles (Senior Engineer, Staff Engineer, Senior Data Scientist, Senior Product Manager) where the company has a clear case for sponsorship.
How long does the REWE Group hiring process take from application to offer?
It varies sharply by role type. Store-level roles in regions with tight labor markets can move from application to offer in one to two weeks — sometimes a phone call within 48 hours of applying. Corporate Direkteinstieg roles at the Konzernzentrale typically run four to eight weeks through three or four interview rounds. Trainee programs follow cohort-based timelines and can take three to four months from application to offer because they batch candidates around fixed start dates (usually September and March). DER Touristik and REWE digital roles fall in between, depending on seniority and team workload.
What benefits should I expect, and what is negotiable?
Standard German benefits apply: 28 to 30 days of paid annual leave (more for senior roles), Urlaubsgeld and Weihnachtsgeld (vacation and Christmas bonuses, often built into the tariff structure), employer contributions to the statutory pension plus a company pension scheme (Betriebsrente), vermögenswirksame Leistungen (capital-formation savings contributions), the Mitarbeiterrabatt employee discount card valid across REWE, PENNY, and Toom (typically 5 percent), subsidized canteen and Deutschlandticket public-transit benefits at the Konzernzentrale, and flexible/hybrid working policies for corporate roles. For tariff-bound roles, the headline salary and most benefits are fixed by the collective agreement and only placement within the tariff scale and übertarifliche Zulagen are negotiable. For außertariflich (corporate, Trainee, REWE digital) roles, base salary, target bonus, sign-on bonus, vacation days above 30, and home-office policies are all on the table — be ready with a researched salary range and a clear ranking of what matters most to you.

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Sources

  1. REWE Group Career Portal — Jobbörse —
  2. REWE Group SuccessFactors Career Site (karriere.rewe-group.com) —
  3. REWE Group Corporate Site — About Us —
  4. REWE Group Direkteinstiege — Career Fields —
  5. REWE Group Ausbildung & Duales Studium —
  6. REWE Group als Arbeitgeber —
  7. DER Touristik Group — Corporate Site —
  8. PENNY — Corporate & Careers —
  9. SAP SuccessFactors Recruiting Marketing (RMK Career Site Builder) — Documentation —
  10. Tarifvertrag Einzelhandel — ver.di —