E-Fran Announces Recruitment of 300 New Graduates for 2028 | Cultivating Leaders Ready to Compete Globally from Day One

E-Fran Co., Ltd. (Headquarters: Yokohama City, Kanagawa Prefecture; President and CEO: Daishi Katomura; hereinafter "the Company") announces a recruitment plan of 300 new graduates for the 2028 academic year, aiming to hire next-generation leaders who will drive global expansion and further corporate growth.

The Company is currently in its 28th fiscal year, with projected sales of ¥200 billion in the previous period and an ambitious target of ¥400 billion for the current period, continuing rapid growth. In addition to achieving its medium- to long-term goals of 3,000 domestic stores and ¥1 trillion in sales, the Company is planning further global expansion. Therefore, acquiring proactive and career-driven new graduates has become more essential than ever. For the 2028 recruitment cycle, the Company is placing a particular emphasis on "global expansion," actively seeking ambitious students who aspire to make an impact on the global stage, enhance their market value, and achieve high income.

Applications for industry research sessions and company presentations for the Class of 2028 are already open. Interested candidates can apply via the dedicated new graduate recruitment website below. We look forward to your applications.

New Graduate Recruitment Website URL: https://e-fran-recruit.jp/

｜Background of the 2028 New Graduate Recruitment and E-Fran’s Current Position

The Company operates over 1,900 locations worldwide for its high-value resale brand "O-takaraya" (as of July 2026), making it a leading player in the reuse industry with top-tier market share. Leveraging sophisticated in-house marketing strategies and a proven track record of reliable buying services, the Company continues to grow steadily, projecting ¥200 billion in sales for the previous fiscal year.

However, we are by no means satisfied with our current success. To accelerate further business expansion, global initiatives centered on the reuse business, and diversification into new ventures, it is urgent to cultivate young talent who can become the next generation of executive leaders and drive the Company’s future. This 2028 recruitment is not merely about securing labor—it is a critical project to secure highly motivated employees who will play a central role in achieving ¥1 trillion in sales.

【Interview with Recruitment Lead】"From Day One, the World is Your Stage": E-Fran’s Recruitment Strategy and Ideal Candidate Profile

Executive Officer

Assistant Head of New Graduate HR, HR Headquarters

Assistant Head of Mid-Career HR, HR Headquarters

Daishi Okada

April 2022: Joined the Company

June 2022: Appointed Store Manager, Retail Sales Division, Store Operations Department

June 2023: Appointed HR Manager and New Graduate Interviewer

May 2025: Concurrently appointed Global Recruitment Interviewer

June 2025: Concurrently appointed Mid-Career Recruitment Interviewer

August 2025: Appointed Executive Officer, Assistant Head of New Graduate HR, HR Headquarters, and Assistant Head of Mid-Career HR

｜Global Expansion and Expectations for New Graduate Employees

For the Company’s current growth strategy, the most critical theme is undoubtedly "global expansion." The Hong Kong branch, opened in 2025, achieved top-tier results within just over a year, surpassing the sales of Ginza Main Store—the flagship store in Japan. Moreover, in all overseas markets except Taiwan and Thailand, local subsidiary presidents and managers are new graduates who joined the Company right after university.

[Image: Akai, Representative of Hong Kong Branch (joined as new graduate in 2022)]

[Image: O-takaraya Hong Kong Store No. 1]

Even in the recent 2026 recruitment cycle, many students expressed strong interest in overseas roles. Multiple new graduates, including the winner of the "E-1 Grand Prix"—a buyback role-playing contest held on the same day as the entrance ceremony—have already been assigned to overseas postings. Currently, the Company operates in five countries: Hong Kong, Taiwan, Singapore, Thailand, and Indonesia. We are planning further expansion into Australia, South Korea, Hawaii, Macau, and Europe. Looking ahead, I have high expectations of meeting talented individuals in the 2028 recruitment cycle who possess a strong desire to engage in global business at a young age.

｜Common Traits of High-Performing Talent: "Proactivity" and "Ownership"

Among employees who quickly excel on the global stage or in domestic management roles, there is a clear commonality: a "proactive" attitude—thinking and acting independently—rather than a "passive" one that waits for instructions. As professionals, employees receive salaries simply by completing the minimum tasks assigned by the company. However, those who achieve dramatic growth at our Company are different.

Achieving assigned targets and sales goals is merely the starting point. Employees who consistently ask, "What unique added value can I bring to the company?" are the ones who deliver results. The current representative of the Hong Kong branch, for example, originally opened the path to international expansion from his role as a store manager in the store operations department.

[Image: Yanagi, Representative of Singapore Branch (joined as new graduate in 2024)]

Individuals who possess the passion to "create their own environment for maximum effort" and who prioritize the company’s growth in their decision-making can seize opportunities regardless of age or experience. Moving forward, we are seeking students with a proactive mindset who aim not only for domestic career advancement but also to create new roles in overseas store operations, HR systems, advertising strategies, and beyond.

｜"Meritocracy" Enabling High Income and Rapid Career Advancement

[Image: Interview Scene ①]

The Company’s greatest strength lies in its fully merit-based evaluation system, which disregards age, gender, and background. The highest starting salary for new graduates is ¥1.54 million, and one in four sales employees earns over ¥10 million annually. This high-level compensation structure reflects E-Fran’s meritocratic culture, driven by handling high-value products and offering high incentive rates, rewarding performance regardless of age or tenure.

Furthermore, personnel decisions such as overseas postings within one month of joining or appointment as head of an overseas branch in the second year are unprecedented in other companies. Having joined the Company as a new graduate and worked in mid-career recruitment, I can attest that many companies still have employees doing the same job after five years.

However, our Company neither overly indulges new graduates nor treats them unfairly. For employees who deliver results and express a desire to take on challenges, we assign responsibilities of equal importance to those of veteran employees with five or ten years of experience.

Such an environment brings pressure that cannot be overcome with half-hearted effort. However, employees who proactively strive through difficult situations and achieve results are directly rewarded with significant compensation and promotions. We promise an unparalleled arena for students who wish to "challenge themselves early, embrace failure, and achieve success as quickly as possible" and "enhance their market value at a young age, surpassing their peers."

｜Benefits of Choosing "O-takaraya Buyback Sales" as Your First Career

The core of our business is the buyback sales role at "O-takaraya," a high-value resale brand. The greatest benefit of choosing this role as a first career is the opportunity to develop "essential human skills"—such as communication, negotiation, and customer insight—at an overwhelming