How to Apply to Seven-Eleven Japan

13 min read Last updated April 20, 2026 4 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Seven-Eleven Japan hires corporate employees (about 8,000 HQ/field staff), not store crew. Store jobs are with independent franchisees and require a completely separate application path.
  • There are three separate hiring tracks with separate ATS portals: Axol Job for 2027 new graduates, i-Note plus i-Web MyPage for mid-career, and a dedicated 障がい者採用 portal. Pick the right track before applying — there is no unified board.
  • The registry record of 'generic_careers' is operationally misleading: the real applicant flow uses Axol Job (job.axol.jp) for shinsotsu and i-Web (mypage.111.i-web.jpn.com) plus BizReach distribution for mid-career. None of these are Greenhouse, Lever, or Workday, and Seven-Eleven Japan's corporate jobs do not surface on global ATS-indexed aggregators.
  • The Operation Field Counselor (OFC) role is the cultural and operational core of the company. Even non-OFC new-grad hires start with a training store rotation. Candidates who dismiss this step rarely advance.
  • All hiring is conducted in Japanese at business level. JLPT N1 or native fluency is the realistic floor; bilingual capability is a plus, not a substitute.
  • Japanese new-grad norms apply strictly: 志望動機, SPI適性検査, multi-round interviews, ES (entry sheet), 内々定 in late spring/summer, formal 内定 on October 1, April start. Missing any step can end the process.
  • The company is navigating a strategic pivot after the 2024 Couche-Tard takeover attempt on parent Seven & i Holdings. Candidates who demonstrate awareness of the refocus on convenience as the group's core engine and the divestment of Ito-Yokado/York show commercial literacy and stand out in senior interviews.
  • For mid-career applicants, open requisitions as of this writing include OFC across most prefectures (excluding 首都圏), Internal SE, Data Scientist, Architecture/Construction, and Quality Management DX specialists. Check i-Note directly for current availability; the list rotates.

About Seven-Eleven Japan

Seven-Eleven Japan Co., Ltd. (株式会社セブン-イレブン・ジャパン) is Japan's largest convenience store chain and the domestic operating subsidiary of Seven & i Holdings. Headquartered at Nibancho Center Building in Chiyoda-ku, Tokyo, the company runs 21,535 stores across all 47 prefectures (as of February 2024), serves roughly 20 million customers per day domestically, and generated chainwide sales of ¥5,345.2 billion in FY2024. The first store opened in Toyosu, Koto-ku, Tokyo in May 1974, and the company now operates through a franchise-dominated model where corporate Seven-Eleven Japan supports independently owned franchise stores with merchandising, logistics, systems, and field consulting. For job seekers it is essential to understand that Seven-Eleven Japan hires corporate employees, not store staff. The roughly 8,000 head office and field employees are distinct from the hundreds of thousands of franchise store associates and store managers, who are employed by franchisees themselves. If you want to work inside a store as a part-time crew member or full-time staff, you apply directly to that individual store or through the company's アルバイト (part-time) portal — which is a completely separate process from the corporate careers described in this guide. Corporate hiring covers the Operation Field Counselor (OFC) consulting track, merchandising and product development (商品本部), logistics, IT and DX, building and construction, corporate functions (HR, finance, legal, PR), and overseas business (海外事業). The company's culture is shaped by three forces. First, it is a franchise support organization — the operating philosophy is 共存共栄 (co-prosperity with franchisees), and the OFC role embodies that: a field consultant who visits a cluster of roughly seven to eight franchise stores per week to coach owners on ordering, merchandising, staffing, and hygiene. Second, it is deeply Japanese in its hiring cadence, using the traditional 新卒一括採用 (simultaneous spring graduate recruitment) for new graduates and 中途採用 (mid-career) for experienced hires. Third, it is currently navigating a high-profile strategic moment: in 2024, Canadian Alimentation Couche-Tard launched an unsolicited takeover bid for parent company Seven & i Holdings, which was ultimately rejected in July 2025 after Seven & i's founding Ito family explored and withdrew a management buyout. Seven & i has since accelerated its 'core competency refocus,' divesting the Ito-Yokado/York superstore business to Bain Capital and signaling that Seven-Eleven Japan is the group's strategic center of gravity. Candidates joining now are joining a company that is under pressure to prove it can grow on its own terms.

Application Process

  1. 1
    Identify which track fits you

    Identify which track fits you. Seven-Eleven Japan runs three discrete hiring funnels with completely separate application systems: 新卒採用 (new grad) for students graduating by March 2027, キャリア採用 (mid-career) for experienced hires, and 障がい者採用 (candidates with disabilities). Each has its own portal, timeline, and requirements. There is no unified 'careers page' like a US Greenhouse or Lever board — you pick your lane first, then enter that specific system.

  2. 2
    For new graduates, register on the Axol Job platform at job

    For new graduates, register on the Axol Job platform at job.axol.jp/bx/s/sej_27/mypage/login. This is the 2027 graduate entry portal. Axol is a specialized Japanese new-grad ATS operated by i-plug and used by many large Japanese employers. After creating your MyPage, you will receive invitations to information sessions (会社説明会), which Seven-Eleven treats as a mandatory gate before the entry sheet is unlocked. Skipping the info session in Japanese recruiting effectively disqualifies you.

  3. 3
    For mid-career applicants, browse the live job list at www

    For mid-career applicants, browse the live job list at www.i-note.jp/sej/recruit/career/jobtop.html, then register through the i-Web MyPage at mypage.111.i-web.jpn.com/career_sej/. As of this writing, actively recruited mid-career roles include OFC (店舗経営相談員) general-track candidates across nearly every prefecture except the Tokyo metropolitan area (首都圏 is currently closed), Internal SE (Project Manager, System Architect), Data Scientist, Building/Architecture specialists (energy, development, construction), and Quality Management Specialist for DX promotion. Seven-Eleven also distributes certain senior mid-career roles through BizReach; if a recruiter reaches out via BizReach the actual application still routes through i-Web.

  4. 4
    Prepare a Japanese-format rirekisho (履歴書) and shokumu-keirekisho (職務経歴書)

    Prepare a Japanese-format rirekisho (履歴書) and shokumu-keirekisho (職務経歴書). Even for IT, DX, and data roles, the expected document format is the traditional Japanese two-page rirekisho (personal history with photo) plus a chronological shokumu-keirekisho describing responsibilities, team size, technologies, and concrete outcomes in 売上 (revenue), 件数 (case volume), or other quantitative terms. English resumes alone are not accepted for domestic hiring. Returnee and overseas-educated candidates should translate their materials into Japanese and have a native speaker proofread.

  5. 5
    For new grads, complete the entry sheet (エントリーシート) and SPI適性検査

    For new grads, complete the entry sheet (エントリーシート) and SPI適性検査. Seven-Eleven uses SPI — Recruit's standard Japanese aptitude test covering verbal reasoning, non-verbal reasoning, and personality. Expect a strict submission deadline. Most candidates take SPI at a testing center (SPI-G テストセンター) or via WEBテスティング. Practice with any of the published 青本 (Blue Book) SPI prep books for two to three weeks before the testing window.

  6. 6
    Attend multiple rounds of interviews (複数回の面接)

    Attend multiple rounds of interviews (複数回の面接). For new grads the flow is typically three to four rounds: a group or individual screen with HR, a middle-management interview (often with a regional operations leader), a senior-management interview, and a final executive interview. For mid-career, expect two to three rounds concentrated on role-specific technical depth plus cultural/motivation fit. All interviews are conducted in Japanese at business level (ビジネスレベル). Non-Japanese citizens are hired for international roles, but fluent business Japanese is non-negotiable for headquarters work.

  7. 7
    Understand the OFC training commitment

    Understand the OFC training commitment. If you apply as a general-track (総合職) new grad or OFC mid-career candidate, you will begin as a Training Store Advisor (トレーニングストアアドバイザー) at a corporate-run training store for roughly three to twelve months, working alongside franchise crew to learn operations from the floor up. Only after this rotation do you become a full OFC. This is non-negotiable and central to the company's identity. Candidates who are not comfortable with shift work (including deep-night 深夜勤務 during training), standing retail environment, and the physical demands of training should choose a different track.

  8. 8
    If invited, complete pre-employment paperwork (内定) in the autumn before April en

    If invited, complete pre-employment paperwork (内定) in the autumn before April entry. Japanese new-grad hiring operates on a 内々定 (informal offer) → 内定 (formal offer) cadence, with formal offer letters typically issued on October 1 of the year before April entry. Mid-career start dates are negotiated individually but usually begin on the 1st or 16th of the following month. A valid Japanese driver's license (普通自動車運転免許, AT permitted) must be obtained before your start date — this is explicitly required because OFCs and regional roles use company cars to visit franchise clusters.

Resume Tips for Seven-Eleven Japan

recommended

Write in Japanese and format for the Japanese employer norm

Write in Japanese and format for the Japanese employer norm. A rirekisho uses the standard JIS Z 8303 template with a passport-style photo, full address in kanji, graduation dates in the Japanese era (令和/Reiwa) or Western calendar, and a clear 志望動機 (reason for applying) section. A shokumu-keirekisho is chronological (not functional), lists each employer with dates, company business, capital, employee count, your department, your role, and bullet-point achievements. English-only resumes are treated as incomplete by Japanese ATS screening.

recommended

Lead with 'why Seven-Eleven specifically, not just the convenience store industr

Lead with 'why Seven-Eleven specifically, not just the convenience store industry.' Every Japanese employer expects a 志望動機 that names the company. Generic 'I want to work in retail' or 'I love Japanese convenience stores' framing lands poorly. Better: reference a concrete Seven-Eleven initiative — the Seven Premium private brand, the 7NOW delivery rollout, the SIP 共同配送 shared-logistics system, the Helth-care Apri health-focused product strategy, or the cashless POS/IT infrastructure. Show that you studied the company, not the category.

recommended

Quantify everything, especially for commercial and planning tracks

Quantify everything, especially for commercial and planning tracks. Seven-Eleven's merchandising and operations functions speak the language of 単品管理 (SKU-level management) and 仮説検証 (hypothesis-test cycles). If you are applying to a 商品本部 (merchandising HQ), logistics, or planning role, cite specific numbers in your resume: items launched, sales lift percentage, inventory turnover improvement, cost reduction in yen, or A/B test win rate. Vague 'contributed to team success' language is the fastest way to be screened out.

recommended

For OFC candidates, emphasize resilience, ownership, and people-coaching

For OFC candidates, emphasize resilience, ownership, and people-coaching. The OFC role is 70% field work, rotating through roughly seven franchise stores per week, driving between them, and giving advice to independent business owners who are often older and more experienced than you. Hiring managers look for evidence you can build trust with people who did not ask for your advice. Part-time jobs where you managed or trained others, club team captaincy, zemi (seminar) leadership, or retail/service work history are all strong signals. New grads are not expected to have corporate experience, but they are expected to have shown leadership or endurance in something.

recommended

For IT, DX, and Data Science tracks, show the business context, not just the sta

For IT, DX, and Data Science tracks, show the business context, not just the stack. Seven-Eleven's Internal SE and DX roles support 21,000+ stores, a ¥5.3 trillion POS data stream, and franchise-facing applications. Hiring managers care that you have shipped systems used by real business users at scale, not just that you know specific frameworks. List concrete systems you built, number of users, SLA/uptime, data volume, and stakeholder impact. Japanese SIer (system integrator) experience, ERP/SAP familiarity, data warehouse work, and retail or logistics domain exposure all stand out.

recommended

Address the driver's license requirement explicitly

Address the driver's license requirement explicitly. If you already hold a 普通自動車運転免許, list it in the 免許・資格 section. If you do not, include a clear statement that you will obtain it before joining (取得予定) — Seven-Eleven's new-grad posting explicitly requires it by the start date. Candidates who are silent on this field get flagged during document review.

recommended

Be honest about Japanese fluency level

Be honest about Japanese fluency level. Use the standard JLPT grading (N1/N2) or 日本語能力 description. Seven-Eleven's corporate work happens entirely in Japanese — executive meetings, franchise visits, store documentation, POS systems, and internal wiki. Claiming 'business level' when your reality is conversational will surface in the first interview and end the process. N1 is the realistic floor for headquarters roles; OFC field roles are even more demanding because you are negotiating in a regional dialect with store owners.

recommended

Add a section on why Japan and why now

Add a section on why Japan and why now. If you are an overseas-educated or returnee candidate (帰国子女) or a foreign national with work authorization, use the 自己PR or 志望動機 to address the implicit question: 'Why are you committing to Japan's long-career employment model at a Japanese company instead of a global firm?' A thoughtful answer about wanting deep retail-infrastructure experience in the world's most mature convenience market is far stronger than a generic 'I love Japanese culture' statement.

ATS System: Axol Job (new grad) + i-Web / i-Note (mid-career)

Seven-Eleven Japan does not use a unified Western ATS. The company operates two separate Japanese recruitment platforms. New graduate hiring (2027 grads) runs through Axol Job at job.axol.jp/bx/s/sej_27/mypage/login — a dedicated new-grad platform operated by i-plug and widely used by large Japanese employers for 新卒一括採用. Mid-career hiring runs through a combination of i-Note at www.i-note.jp/sej/recruit/career/jobtop.html (where current open requisitions are listed) and an i-Web MyPage portal at mypage.111.i-web.jpn.com/career_sej/ (where application submission, document upload, and interview scheduling happen). Some senior mid-career roles are also distributed via BizReach, Japan's leading executive job platform, but applications still funnel back to the i-Web portal. Both systems are Japanese-only; there is no English interface. There is no Greenhouse, Lever, Workday, or SuccessFactors instance in this company's recruiting stack, so public-facing Seven-Eleven Japan corporate roles will not appear on global ATS-based job aggregators.

  • Register in the correct portal for your track. Axol is for 2027 graduates only — an experienced hire who tries to apply there will hit an eligibility wall. i-Note plus i-Web is for career-changers; a senior student cannot apply there either.
  • Complete every MyPage profile field. Japanese recruitment ATS systems use document completeness as a filter. Blank fields for 趣味 (hobbies), 特技 (strengths), 自己PR, 学業で力を入れたこと (academic focus), or バイト経験 (part-time work history) are treated as disqualifying. Fill every box even if the box is optional.
  • Upload documents as PDF with consistent Japanese file naming. A common pattern: 履歴書_フルネーム_20260101.pdf and 職務経歴書_フルネーム_20260101.pdf. Embed your photo directly in the rirekisho (do not send as a separate attachment).
  • Respond to ATS-generated emails within 24 hours. These portals generate automated emails for info-session invitations, test-center SPI scheduling, and interview time slots. Lag in responding is interpreted as low interest. Check the MyPage inbox directly — do not rely on email forwarding.
  • Expect the SPI invitation to come through the ATS. Seven-Eleven new-grad candidates receive a test-center URL inside their Axol MyPage after the info session. The SPI window is typically 5 to 10 days. Missing it without a formal deferral request ends the process.
  • If BizReach recruiters approach you for mid-career roles, verify the role is the same requisition as on i-Note. Ask the recruiter to point you to the 求人票 (job posting) ID so you can cross-check before accepting any introduction. Applying via BizReach after already applying via i-Web creates a duplicate-record conflict that has to be manually reconciled.

Interview Culture

Seven-Eleven Japan's interview process is formal, multi-round, and conducted exclusively in Japanese.

Candidates should expect three to four rounds for new-grad general-track (総合職) roles and two to three rounds for mid-career. Every round follows Japanese business etiquette: business suit (リクルートスーツ for new grads, conservative business attire for mid-career), standing bow at entry and exit, sitting only after being invited, business-card exchange (名刺交換) if you carry them, and speaking in keigo (敬語 — formal/polite Japanese) throughout. Dress down is not a signal of modernity here; it is a signal you did not read the room. The early rounds are typically with HR generalists and focus on 志望動機 (motivation to join this specific company), 自己PR (self-promotion), ガクチカ (what you put effort into during school, for new grads), and behavioral questions probing resilience, teamwork, and customer orientation. You will almost certainly be asked to describe a time you worked with a difficult person, a time you persisted through failure, and why Seven-Eleven specifically rather than Lawson, FamilyMart, or Seicomart. The company is genuinely competitive with those peers and wants candidates who have thought about the differentiation. Mid-round interviews shift to the role's hiring manager or department director. For OFC candidates this is usually a regional operations leader (地区マネジャー/ゾーンマネジャー) who will probe how you handle conflict with an older, experienced franchise owner who disagrees with your data. Expect case-style questions: 'A store's daily sales have dropped 12% over six weeks. What questions do you ask the owner? What data do you pull?' You are not expected to know the exact playbook; you are expected to demonstrate structured thinking and the humility to ask before prescribing. For商品本部 merchandising candidates, expect product-category deep-dives where you are handed a real Seven-Eleven SKU and asked how you would evaluate whether to keep, cut, or reformulate it. For IT/DX roles, expect technical questions about scale, availability, and integration with legacy POS and logistics systems. Final rounds are with senior management and sometimes a 役員 (executive officer). These conversations are less technical and more values-oriented. Expect questions about long-term career intent (長期的なキャリア観), willingness to accept nationwide transfers (全国転勤への対応), and how you view the franchisee-corporate relationship. Saying 'I want to be an executive in ten years' without evidence of operational understanding lands poorly; saying 'I want to deeply understand franchise operations for the next five to seven years and then contribute to strategic functions' is culturally well-calibrated. The distinctive element for Seven-Eleven specifically is the OFC training rotation. Even if you are hired for a non-OFC role such as merchandising or planning, the new-grad general-track starts with a training store rotation at a corporate-operated store. Interviewers will test whether you understand this and whether you are prepared for shift work, physical retail labor, and serving customers directly. Candidates who signal that they see the training as a necessary evil rather than a formative experience tend not to receive offers. Candidates who express genuine curiosity about learning the franchise reality from the floor are exactly what the company is looking for.

What Seven-Eleven Japan Looks For

  • Business-level Japanese and cultural fluency. Headquarters work, franchise visits, internal documents, meetings with senior executives, and customer escalations all happen in Japanese. JLPT N1 or equivalent native-level fluency is the realistic floor. Candidates who need interpretation in interviews are not hired for domestic roles.
  • Operational humility and willingness to start from the store floor. The company's identity is built on the idea that no one should lead franchise consulting without having worked a retail shift. Candidates who are willing to begin as a Training Store Advisor and treat it as a privilege rather than a speed bump are valued.
  • Evidence of persistence and resilience (やり切る力). Japanese employers, and Seven-Eleven in particular, screen hard for candidates who complete difficult things rather than start many. Long-running commitments — a four-year club role, a multi-year research project, a stable part-time job held through all of university — outweigh a resume with five short internships.
  • Hypothesis-driven thinking. Seven-Eleven's internal operating language is 仮説検証 (hypothesis-test) and 単品管理 (SKU-level data-driven management). Candidates who can articulate a business question, propose a testable hypothesis, define metrics, and describe how they would close the loop signal fit strongly, especially for商品本部, planning, and DX roles.
  • People-coaching ability without formal authority. OFCs advise franchise owners who did not hire them and are not their direct reports. The company looks for candidates who have influenced peers, trained juniors, or turned around a struggling team situation without rank. Behavioral interviews probe this relentlessly.
  • Willingness to accept nationwide transfers (全国転勤). The general-track contract explicitly says postings can be anywhere in Japan including Hokkaido, Tohoku, Kyushu, and Okinawa, and transfers happen on roughly a three- to five-year cycle. Candidates who flag geographic inflexibility are channeled toward area-limited 地域限定職 tracks where available, or filtered out.
  • Long-term career intent. Japanese large-company hiring is still built on the expectation of a multi-decade tenure. Candidates who signal job-hopping patterns or present Seven-Eleven as a stepping stone to consulting or a foreign firm are disadvantaged versus candidates who articulate a 10-plus-year arc inside the company.
  • For DX, data, and IT roles — retail domain curiosity. Technical skill is necessary but not sufficient. Seven-Eleven's technology stack exists to serve 21,000-plus stores and 20 million daily customers. Candidates who light up when discussing inventory forecasting, delivery routing, POS architecture, or cashless payment integration stand out from candidates who talk only about frameworks and cloud services.

Frequently Asked Questions

Does Seven-Eleven Japan hire non-Japanese citizens?
Yes, for roles that can be performed in Japanese at business level and for which you hold appropriate work authorization. The company's published FAQ explicitly addresses overseas international students and confirms they are eligible to apply. In practice, most successful non-Japanese hires are either returnees (帰国子女), graduates of Japanese universities, or experienced professionals with years of Japan-based work history. Pure overseas remote hires into headquarters roles are extremely rare because the work environment, systems, and franchise-facing interactions are entirely in Japanese. For the 海外事業本部 (overseas business division) path, bilingual Japanese-English capability is a differentiator.
What is an OFC and why does everyone keep mentioning it?
OFC stands for Operation Field Counselor — 店舗経営相談員 in Japanese. OFCs are Seven-Eleven Japan's most distinctive role: corporate field consultants who each cover roughly seven to eight franchise stores and visit them on a set weekly cadence. On each visit an OFC reviews sales data, analyzes product mix and inventory, coaches the store owner on merchandising decisions, inspects hygiene and operations, and relays franchise-level feedback back to the商品本部 (merchandising HQ). The role is the linchpin of Seven-Eleven's famous single-item management (単品管理) system. All new-grad general-track hires go through OFC training as their first assignment, and OFC is also the most common mid-career entry point. Because the role requires extensive travel between stores, a driver's license is mandatory.
Do I need to take SPI? What score do I need?
Yes, SPI is a mandatory step for new-graduate applicants. Seven-Eleven uses the standard Recruit SPI3 aptitude test covering verbal reasoning (言語), non-verbal reasoning (非言語), and personality (性格). It is typically administered at a testing center after you attend an info session and submit your entry sheet. Seven-Eleven does not publish a cutoff score, but competitive candidates for a top-tier Japanese large company generally target the 60th to 70th percentile or higher on both sections. Mid-career applicants usually do not take SPI unless the specific role calls for it; the filter at mid-career level is instead the Japanese-language rirekisho and shokumu-keirekisho.
Can I apply if I graduated more than three years ago?
For the 新卒採用 track, no — that track is specifically for students graduating by March 2027, including 既卒 (already-graduated) candidates within three years. If you graduated more than three years ago, your path is キャリア採用 (mid-career), which evaluates on work experience rather than graduation year. The mid-career portal at i-Note lists role-specific requirements — many roles accept candidates with two to three or more years of relevant professional experience in retail, logistics, IT, construction, or corporate functions.
What is the starting salary?
Seven-Eleven Japan's published 2025 new-graduate starting salaries are: graduate school master's ¥290,000/month, university bachelor's ¥270,000/month, and junior-college or vocational-school graduates ¥245,000/month. Additional allowances include overtime, late-night shift, holiday duty, and commuting allowances. Bonuses are paid twice per year based on company and individual performance. Promotions are annual. Mid-career compensation is negotiated individually based on experience and is not publicly listed; BizReach listings for Seven-Eleven senior roles typically fall in the ¥6 million to ¥12 million annual range depending on the function and seniority.
Do I have to accept nationwide transfers?
For the standard 総合職 (general-track) contract, yes. The published new-grad posting explicitly states 全国転勤あり — assignments can be at the Tokyo head office or at any of the regional operations offices, which include Sapporo, Sendai, Tokyo metro, Kanagawa, Chiba, Saitama, Nagoya, Osaka, Hiroshima, Fukuoka, and others. Typical rotation cycles are three to five years. If geographic fixity is critical to you, investigate whether the specific requisition you're applying to offers a 地域限定職 (area-limited track) variant, which some large Japanese employers now offer with a slightly different pay band and more limited promotion ceiling.
How competitive is Seven-Eleven Japan's hiring?
It is one of Japan's most competitive large-employer destinations for retail and consumer-goods-adjacent talent. Seven & i Holdings overall is a highly-sought new-grad destination, and Seven-Eleven Japan receives tens of thousands of new-grad applicants per year against a hiring class of around 100 to 200. Mid-career openings in strategic functions (DX, data science, IT leadership) routinely attract hundreds of applicants per seat. The company's brand recognition, scale, and the prestige of the 7&i group make it a target for both top-tier Japanese university graduates and mid-career professionals from retail, consulting, and technology.
Is the Alimentation Couche-Tard situation going to affect my job if I join?
As of 2026, no acquisition is taking place. Couche-Tard's unsolicited ¥7 trillion-plus offer for Seven & i Holdings was formally rejected in July 2025 after the founding Ito family explored and withdrew a management buyout. Seven & i subsequently announced a strategic refocus on convenience stores as the group's core business and the divestment of its Ito-Yokado/York superstore operations to Bain Capital. For a Seven-Eleven Japan candidate this actually matters in one constructive way: the parent company has publicly staked its future on Seven-Eleven Japan's ability to execute, which has accelerated investment in DX, overseas expansion, and efficiency. New hires are joining a company that is demonstrably under pressure to show strategic results, which creates opportunity for people who can contribute meaningfully to transformation work.
Are there opportunities in international business or overseas assignments?
Yes, through the 海外事業本部 (overseas business division). Seven-Eleven Japan's parent group operates or supports 7-Eleven operations in the United States (7-Eleven, Inc.), Hawaii, Beijing, Tianjin, and Chengdu, and Seven-Eleven Japan sends corporate employees on 出向 (secondment) assignments to these entities. New-grad interview content on the company's site explicitly features an early-career employee seconded from the overseas business division to 7-Eleven, Inc. in the US. These assignments are generally earned after three to seven years of domestic performance, not offered at hire. Candidates applying explicitly for the overseas track should have strong bilingual capability and should expect the role's base expectation to still be eventual return to Japan.

Open Positions

Seven-Eleven Japan currently has 4 open positions.

Check Your Resume Before Applying → View 4 open positions at Seven-Eleven Japan

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Sources

  1. Seven-Eleven Japan - Recruit Top Page —
  2. Seven-Eleven Japan - Recruiting Requirements (新卒採用) —
  3. Seven-Eleven Japan - Career (Mid-Career) Recruiting —
  4. Seven-Eleven Japan - Entry Portal (ATS Verification) —
  5. Axol Job - Seven-Eleven Japan 2027 New Graduate MyPage —
  6. i-Web MyPage - Seven-Eleven Japan Career Recruitment Portal —
  7. i-Note - Seven-Eleven Japan Current Mid-Career Openings —
  8. Seven & i Holdings - Corporate —
  9. Seven-Eleven Japan Company Information (Store Count, Revenue) —