Hi, I’m Cubi, your sales mentor.
Bangladesh’s first job-landing mentorship platform

Build real frontline-sales skill with AI practice, human mentors and employer-visible readiness.

Try a 60-second mission Explore employer tools
A Cubicly learner practising a sales conversation with a retailer at his shop counter in Bangladesh, phone in hand.
+120 XPMission complete
94% matchDhaka Sales Rep
12 daysPractice streak
I’m here to…
Learn and get hired Mentor and earn Hire frontline talent
24/7private AI practice
Human mentorsfor context and verification
The 90-day promisea placement counts only at day 90
Try it yourself

See the app through
a learner's eyes.

This is more than a course. Tap through exactly what a learner sees: practise a conversation, get instant feedback, and watch it become verified readiness.

Tap the mission card to run your first mission.

9:41

Try it live · Tap a mission, record a reply, see the score

The pathway

How practice
leads to a job.

Each mission improves a real sales skill, adds evidence to a readiness passport and moves the learner closer to a nearby role.

Straight from the product

More screens from
Cubicly.

Cubicly is three products sharing one evidence trail: a learner app, a mentor desk and an employer console. These are the interfaces, drawn in code from the same design as the working demo.

Open any screen for a closer look.

A mentor showing a group of trainees a route map on a tablet inside a distribution shop.
How AI helps you

Practice whenever
you're ready.

No scheduling a session, no waiting your turn, no embarrassment in front of a room. Cubicly's AI plays the retailer, responds the way a real one would, and hands you feedback in seconds, any time you want to run it again.

Real mentors stay in the loop for the judgement calls a screen can't make.

Practice any time

Rehearse a tough conversation at 11pm or on a five-minute break. It's always ready.

Feedback that adapts to you

Coaching adjusts to your pace, your language and the mistakes you actually make.

Proof employers can trust

Every rehearsal feeds your readiness passport: real evidence, not a self-rating.

Mentors earn from what they know

Experienced frontline workers turn their know-how into paid sessions and content.

The broken sequence

Industry trains
too late.

Frontline workers are hired first and prepared afterwards, when mistakes, lost confidence and early attrition are already expensive.

01

Hire

Potential is judged from credentials, not demonstrated job readiness.

02

Struggle

New hires meet real retailers before they have had safe, repeated practice.

03

Leave early

The steepest learning curve becomes the highest-risk retention window.

See what this means for employers →
A young frontline retail worker in a Cubicly-branded store, standing in front of a Better Skills, Better Jobs, Better Future banner.
For employers

A talent pipeline
you can trust.

Every candidate arrives with a readiness passport built from real practice, real scores and real evidence, instead of just a CV. You see verified skill before day one, not after a costly first month.

Verified readinessSkills demonstrated through repeated AI role-play, not self-reported on a resume.
Lower onboarding riskCandidates arrive pre-trained on the exact conversations your frontline has every day.
Matched to your locationLearners are matched by role fit and distance to your hubs, not a national job board.
A pipeline, not one hireNew graduates keep flowing in as each cohort completes the program.
Employer talent desk

Meet frontline talent
already looking.

Search a catchment, read the evidence behind a score, then request access to candidates who have consented to employer contact. Names stay hidden until that consent is confirmed.

Sample profiles
Who it's for

Built for the person
starting out.

Frontline sales is often someone's first formal job. Cubicly meets people wherever that first day is still ahead: a bus stop, a village market, a city street corner, whatever their background, gender identity or the way they learn best.

A young man waiting at a bus stop, holding a notebook and bag.
For the commuterPracticing between stops
A young woman standing confidently with arms crossed in front of market stalls.
For the first-time hireA real mentor who's worked the floor
A young indigenous woman from Bangladesh's hill-tract region, in traditional dress, standing in her village.
For indigenous & hill-tract learnersOwn language, low-bandwidth
A young man standing on a city street, looking confidently at the camera.
For the returning migrantHome again, ready to work
A young man standing on a village roadside, checking his phone, small shops behind him.
For the jobseekerPhone always in hand
A young neurodivergent Bangladeshi learner wearing headphones, focused on a mobile phone.
For every kind of mindRedoes a mission as many times as needed, no judgment
An experienced frontline sales worker showing a product sheet to a younger colleague outside a distribution shop, a phone on a tripod recording them.
The mentor economy

Field experience becomes
teachable and earnable.

The people who already do this work set the practice, review the attempts and get paid for the time.

A three-sided learning economy

Learn. Earn. Belong.

30learners per pilot cohort

Learn.

Young people build practical, job-specific skills through real mentor guidance and safe AI rehearsal.

Skills become evidence Try a mission →
5frontline mentors already piloting

Earn.

Experienced frontline workers mentor learners, share what they know, and turn field expertise into income.

Experience becomes opportunity
90days to prove the model works

Belong.

Learners, graduates, mentors and employers form a community connected to local jobs.

Community becomes mobility See the pilot →
A team of young frontline workers and a supervisor at a distribution point in Bangladesh, checking orders on a tablet and a phone beside a delivery truck and a roadside shop Join 100,000+growing in Bangladesh's distribution workforce→
A community connected to opportunity.Learners become graduates. Graduates become mentors. Employers gain a stronger local talent pipeline, and every step forward opens the next.
Bangladesh MVP

Start focused.
Measure what matters.

The first 60–90 day pilot focuses on youth seeking frontline FMCG sales roles near selected distribution hubs.

Starting point, national ambition

Tap a division to see the part it plays.

3 pilot hubs Next for rollout
DhakaPilot hub

The capital region and the country's largest consumer market, with the densest network of FMCG distributors, dealers and retail outlets.

Cohorts run here: 30 learners, 5 frontline mentors, one 90-day retention window.
ChattogramPilot hub

Port city and second-largest metro. Imported goods land here, so a large share of national distribution routes begin at this end.

Cohorts run here: 30 learners, 5 frontline mentors, one 90-day retention window.
KhulnaPilot hub

The south-west gateway: river-port trade plus a wide rural retail catchment feeding the delta districts.

Cohorts run here: 30 learners, 5 frontline mentors, one 90-day retention window.
RajshahiMapped for scale

The north-west agricultural trade belt along the Padma, with a steady flow of young jobseekers into regional retail.

Joins as hub capacity and mentor supply allow. No new curriculum needed — the conversations are the same.
RangpurMapped for scale

A northern division where seasonal work migration is common, so steady year-round frontline roles count for a lot here.

Joins as hub capacity and mentor supply allow. No new curriculum needed — the conversations are the same.
MymensinghMapped for scale

The newest of the eight divisions, north-central, with a large young population and a growing district retail market.

Joins as hub capacity and mentor supply allow. No new curriculum needed — the conversations are the same.
SylhetMapped for scale

A north-east tea and remittance economy, where returning migrant families support a fast-moving retail trade.

Joins as hub capacity and mentor supply allow. No new curriculum needed — the conversations are the same.
BarishalMapped for scale

The southern delta, moved largely by river. Distribution is slower here, which makes well-trained local staff worth more.

Joins as hub capacity and mentor supply allow. No new curriculum needed — the conversations are the same.
Tentative distribution mapping 7 divisions

Narrow a catchment to a thana to see where a cohort could sit.

Planned catchments, not confirmed partner locations.
30learners per location
5frontline mentors
90days before a placement counts
Supporting measuresSkill improvement, completion, job matching, employer-rated readiness and mentor income

Each one is reported alongside the 90-day figure rather than in place of it.

The commitment

A placement only counts on day 90.

Most frontline training is judged on the day someone is hired. That is the easy number, and it hides the part that costs an employer the most: the people who leave in the first few weeks. Cubicly holds itself to the harder one.

We report the day-90 number, not the day-one number.

A graduate counts as placed only if they are still in the role after 90 days. Hires who leave before then are counted as unsuccessful, in our own reporting and to the employer.

The mentor who verified the skill stays reachable.

Early attrition happens in the weeks when the job stops being new. The frontline mentor who signed off the readiness evidence remains available through that window.

The figure is published either way.

Every cohort's 90-day retention is reported openly, including the cohorts where it falls short. A promise you only hear about when it goes well is not a promise.

This is a commitment about how Cubicly measures and reports its own work. It is not a guarantee of employment, and it does not replace an employer's own terms.

Already on the ground

Three pilots ran before
a line of this app existed.

The model was tested in person first: briefing a cohort on what the job really involves, selecting on merit, putting candidates in front of real employers, and following them onto the shop floor. Cubicly is what makes that sequence repeatable at scale.

Open the full-quality video in a new tab
A briefing session in Bangladesh: a man speaking into a microphone to a seated room of young candidates holding forms.
Cohort briefingWhat the job really involves, said out loud first
A young man at a desk in a crowded assessment hall in Bangladesh, speaking with an assessor reviewing papers.
Merit-based selectionThe same assessment for everyone, no shortcuts
Three people in an office meeting around a desk with a laptop, discussing a hiring decision.
Employer interviewsA real hiring manager, not a job board
A young retail staff member in a pink polo shirt and lanyard standing in front of stocked grocery shelves.
On the shop floorBadge on, running the aisle
A large group of frontline distribution workers gathered outdoors at a training day in Bangladesh.
Experience behind the model

Built from frontline training
in the field.

Frontline workforce experience in Bangladesh.

Before Cubicly became an app, the underlying model was tested through hands-on workforce development: job-specific preparation, merit-based selection, structured apprenticeship and employer linkage.

See the pilot evidence
Industry transferability

One sales skill.
Different frontline moments.

Objection handling, discovery questions and closing a conversation work the same way wherever someone sells. Choose an industry and the practice scenario changes; the skill being measured does not.

Get started

Ready when you are.

Pick the door that fits. Nothing below asks for a payment, and the learner side is free.

Mentor

Apply to mentor

Twenty minutes of your experience is somebody’s first day.

Employer

Browse frontline talent

Filter the pool, then request consented CV access.

Open the talent desk
CubiclyLearn. Earn. Belong.