Marketing & Sales in Malden, Massachusetts at New England Security

NESPSA is a full-service security company specializing in armed and unarmed security guard patrol services, private investigations and corporate security services, with the professional experience and resources to provide superior protection to our clients.

Our company is always looking for new talented individuals to join our team. Job sites open and close frequently throughout New England. We encourage you to complete the contact form below and a hiring manager will reach out to you as soon as possible.

This is a full-time W-2 position reporting to . You will perform the duties described in Exhibit A and other reasonably related duties assigned by the Company. The position requires regular interaction with prospects and clients, collaboration with operations and recruiting, accurate sales reporting, and travel to client or prospect locations as business needs require.

Your normal schedule will generally follow the Company's business needs. You are expected to be available for scheduled meetings, proposal deadlines, site visits, and client engagements. You must accurately record working time if directed by the Company, and the Company will administer the position in accordance with applicable wage-and-hour requirements.

Compensation

Base salary

$2,000 gross per biweekly payroll cycle (annualized at $52,000 over 26 payroll cycles).

Year 1 commission

3.5% of the first 12 months of qualifying contract value, paid in 26 installments as described in Exhibit B.

Year 2 renewal commission

0.5% of the second 12 months of qualifying renewed contract value, paid in 26 installments as described in Exhibit B.

After Year 2

No renewal commission is paid on that contract after the second contract year.

Pay frequency

Biweekly, subject to required tax withholdings and other lawful or authorized deductions.

Commission compensation is not guaranteed and depends on qualifying sales and the objective conditions stated in Exhibit B. Multiple qualifying contract schedules are cumulative. The Commission Compensation Plan controls if there is any inconsistency between a summary in this letter and Exhibit B.

Benefits and Business Expenses

You will be eligible to participate in employee benefit programs made available to similarly situated Company employees, subject to the eligibility requirements, waiting periods, plan documents, and policies governing those programs. Benefit plans and Company contributions may be amended or discontinued as permitted by law. This letter is not a benefit-plan document or a guarantee of any particular benefit.

The Company will reimburse reasonable and necessary business expenses that are properly documented and approved in accordance with Company policy. Expenses are not included in contract value and do not generate commission compensation.

Conditions of Employment

Satisfactory completion of the Company's background-screening, reference, and eligibility-verification processes, including completion of Form I-9.

Execution of the Company's confidentiality, intellectual-property, policy-acknowledgment, and other standard onboarding documents.

Compliance with all Company policies, security-industry requirements, lawful licensing requirements, and client-site rules applicable to the position.

No reliance on any oral promise, representation, or compensation term that is not stated in this letter or a written plan signed by an authorized Company officer.

At-Will Employment

Your employment with the Company will be at will. This means that you or the Company may end the employment relationship at any time, with or without advance notice, and with or without cause, subject to applicable law. Nothing in this letter, the attached exhibits, a policy, or a benefit plan creates employment for a definite term. The at-will relationship may be changed only by a written agreement that expressly changes that relationship and is signed by you and the President of the Company.

EXHIBIT A

Job Description

Head of Sales and Marketing

Company

NESPSA GROUP

Department

Sales and Marketing

Reports to

President, Vice President, Director of Operations

Status

Full-time W-2 employee

Position Summary

The Head of Sales and Marketing leads NESPSA GROUP's business-development and marketing efforts. The position is accountable for developing a disciplined pipeline, identifying and qualifying prospective clients, preparing responsive proposals, winning financially sound security-service contracts, and establishing marketing systems that consistently generate qualified opportunities. The position serves as the commercial bridge between prospective clients and the Company's operations, recruiting, finance, and executive leadership teams.

Essential ResponsibilitiesSales Strategy and New Business DevelopmentDevelop and execute an annual sales plan aligned with the Company's growth objectives, service capabilities, geographic coverage, and approved pricing standards.Identify and pursue qualified opportunities for contract security, security staffing, special-event coverage, mobile or remote security solutions, and other Company-approved services.Build relationships with decision-makers in target markets such as with commercial property managers, construction sites, healthcare facilities, data centers, hospitality services, retail stores, etc.Conduct outbound prospecting through calls, email, referrals, professional networks, site visits, industry events, bid platforms, and strategic partnerships.Lead discovery meetings and site assessments to understand risk, coverage needs, post requirements, staffing assumptions, implementation constraints, and client decision criteria.Maintain a healthy, documented pipeline and move qualified opportunities through defined sales stages using the Company's CRM and reporting standards.Proposals, Pricing, and Contract ExecutionCoordinate accurate, timely responses to requests for proposals, requests for information, bid invitations, and direct sales opportunities.Prepare persuasive proposals, presentations, scopes of work, staffing models, service descriptions, and implementation summaries that accurately represent Company capabilities.Work with operations, recruiting, finance, insurance, and executive leadership to confirm that proposed staffing, wages, bill rates, equipment, supervision, and start dates are operationally achievable.Follow approved pricing, margin, legal, insurance, and contracting standards; obtain required internal approval before making commitments or providing final pricing to a prospect.Support contract negotiation while protecting the Company from unapproved service obligations, unfavorable payment terms, unrealistic staffing commitments, and unnecessary risk.Ensure that executed agreements, amendments, pricing approvals, proposal records, and sales-credit information are complete and stored in the designated systems.Marketing and Lead GenerationCreate and maintain a practical marketing plan that supports the Company's target industries, sales priorities, geographic expansion, and brand positioning.Plan and oversee campaigns across appropriate channels, including the Company website, email, social media, digital advertising, trade associations, events, direct outreach, and referral partnerships.Develop or coordinate sales collateral, capability statements, case studies, presentations, proposal content, email campaigns, service pages, and client-facing materials.Maintain consistent, accurate messaging concerning Company services, licensing, experience, training, technology, geographic coverage, and client outcomes.Track lead sources, campaign performance, conversion rates, acquisition costs, and pipeline contribution; redirect resources toward channels producing qualified opportunities.Coordinate external marketing vendors and budgets when authorized, and verify that deliverables are useful, accurate, and completed on schedule.Client Transition, Retention, and GrowthProvide a complete handoff of newly signed accounts to operations, recruiting, scheduling, finance, and other responsible teams before service commencement.Remain involved during implementation to confirm that client expectations match the executed scope and that commercial commitments are accurately communicated.Maintain appropriate executive-level client contact, identify concerns early, support retention efforts, and pursue legitimate expansion opportunities.Coordinate second-year renewal activity and document renewal terms in time to support operational planning and the commission rules in Exhibit B.Leadership, Reporting, and AdministrationProvide reliable weekly and monthly reporting on pipeline value, sales stage, probability, anticipated start date, pricing status, forecast, wins, losses, and marketing performance.Maintain accurate CRM records, prospect notes, contact information, proposal versions, next actions, and sales-credit documentation.Participate in leadership and operational planning meetings and communicate market feedback, client needs, competitive activity, and obstacles affecting growth.Develop repeatable sales processes, templates, standards, and training materials; coach assigned sales or marketing personnel if the Company adds or assigns team members.Protect confidential prospect, client, employee, pricing, financial, operational, and security information.Perform other reasonably related duties consistent with the purpose and seniority of the position.Performance Measures

Performance will be evaluated using a balanced set of commercial and operational measures. Goals may be established and updated prospectively by the Company based on business conditions and available resources.

New business

Qualified annual contract value sold and successfully launched.

Pipeline

Qualified pipeline coverage, opportunity aging, and stage progression.

Conversion

Proposal volume, win rate, sales-cycle length, and reasons for lost opportunities.

Financial quality

Compliance with approved pricing, wage, margin, insurance, and contract standards.

Marketing

Qualified leads, conversion by source, campaign contribution, and cost effectiveness.

Execution

Forecast accuracy, CRM completeness, proposal quality, and timely internal handoffs.

Client outcomes

Implementation quality, second-year retention, and appropriate account growth.

Minimum QualificationsAt least three years of progressively responsible business-to-business sales, business-development, or revenue leadership experience; experience selling recurring services or outsourced labor is strongly preferred.Demonstrated ability to prospect, qualify, develop, negotiate, and close substantial service contracts with multiple decision-makers and meaningful operational requirements.Working knowledge of marketing strategy, lead generation, digital channels, sales collateral, campaign measurement, and brand management.Strong written and verbal communication skills, including the ability to create professional proposals and present credibly to executives, procurement teams, and facility or security leaders.Sound commercial judgment and the ability to understand labor-based pricing, contract value, gross margin, staffing assumptions, and implementation risk.Proficiency with CRM systems, Microsoft 365 or comparable productivity tools, spreadsheets, presentations, and digital communication platforms.Valid driver's license, reliable transportation, and ability to travel to client, prospect, event, and Company locations as required.Preferred QualificationsExperience in contract security, private security, facilities services, staffing, property services, or another labor-intensive service industry.Existing relationships within the Company's target markets or service territory.Experience with formal RFPs, public or institutional procurement, complex pricing, and multi-location service agreements.Experience managing marketing vendors, budgets, campaigns, or sales personnel.Work Environment and Physical Requirements

The position involves office and computer work, telephone and video communication, driving, client meetings, site assessments, and visits to active commercial, construction, healthcare, residential, industrial, or event environments. The employee must be able to communicate effectively, use standard office equipment, travel independently, move through client sites, and occasionally carry presentation or marketing materials weighing up to approximately 20 pounds. Reasonable accommodations will be considered in accordance with applicable law.

Equal Employment Opportunity

NESPSA GROUP is an equal opportunity employer. Employment decisions are made without unlawful discrimination or retaliation and in accordance with applicable federal, state, and local law.

Commission Compensation Plan

Head of Sales and Marketing

Employee

Kevin Gutowski

Effective date

8/26/26

Base salary

$2,000 gross per biweekly payroll cycle

Plan term

Applies until prospectively amended or replaced in writing

1. Purpose

This Commission Compensation Plan (the "Plan") describes how NESPSA GROUP calculates and pays commission compensation to the Head of Sales and Marketing. It is intended to reward the successful development and launch of qualifying new client contracts while providing a limited second-year renewal commission. The Plan is part of the employee's compensation terms but does not alter the at-will employment relationship.

2. Base Salary

The employee will receive a base salary of $2,000 gross per biweekly payroll cycle, equivalent to $52,000 over 26 payroll cycles. The base salary is separate from commission compensation and is subject to required tax withholdings and other lawful or authorized deductions.

3. DefinitionsQualified New Contract: A binding contract for new Company services that the employee personally sources or is assigned to lead, materially develops and closes, records in the Company's CRM, obtains required pricing and executive approval for, and causes to reach Service Commencement. The Company must be a party to the contract, and the employee must be identified as the sales owner before contract execution unless a written split or assignment states otherwise.Service Commencement: The date the Company first begins providing billable services under the Qualified New Contract.First-Year Contract Value: The committed service charges scheduled under the executed contract during the first 12 months after Service Commencement, based on the approved service schedule and rates. It excludes taxes, reimbursable expenses, pass-through expenses, credits, refunds, optional or uncommitted services, and charges unrelated to Company revenue.Second-Year Contract Value: The committed service charges scheduled during the second 12 months after Service Commencement under an effective renewal, extension, or continuing term, determined using the approved schedule and rates for that period and the same exclusions used for First-Year Contract Value.Active Contract: A contract under which the Company is currently authorized and scheduled to provide services and that has not expired, been terminated, been cancelled, or entered a non-service suspension.Commission Schedule: The 26-payroll installment schedule created for a Qualified New Contract or its qualifying second contract year.4. Commission Rates

Initial 12 months

3.5% of First-Year Contract Value

Second 12 months

0.5% of Second-Year Contract Value

After the second contract year

No renewal or residual commission on that contract

5. Calculation and Payroll TreatmentAfter Service Commencement, the Company will calculate the Year 1 commission pool by multiplying First-Year Contract Value by 3.5%.The Year 1 commission pool will be divided into 26 substantially equal installments and added to the employee's biweekly base salary. The first installment will ordinarily begin with the first full payroll cycle following Service Commencement.If the contract remains an Active Contract for the second 12-month period, the Company will calculate the Year 2 renewal commission pool by multiplying Second-Year Contract Value by 0.5%. That pool will be divided into 26 substantially equal biweekly installments.Each installment is earned ratably for the corresponding payroll period as the contract remains active and the Company remains scheduled to provide the contracted services. An installment may be prorated for a partial service or payroll period.Multiple Commission Schedules are cumulative. Installments from each qualifying contract will be added together and paid with the base salary.The Company may adjust the final installment by a few cents so that the total installments equal the exact commission pool after payroll rounding.6. Illustrative Example

Assume the employee closes a Qualified New Contract with a First-Year Contract Value of $1,000,000 and the same $1,000,000 value continues through the second contract year:

Contract period

Commission calculation

Biweekly amount

Initial 12 months

$1,000,000 x 3.5% = $35,000

$35,000 / 26 = about $1,346.15

Second 12 months

$1,000,000 x 0.5% = $5,000

$5,000 / 26 = about $192.31

After Year 2

No renewal commission

$0 from that contract

During Year 1, the approximately $1,346.15 commission installment is added to the $2,000 base salary, producing approximately $3,346.15 in gross biweekly compensation from this example. During Year 2, the approximately $192.31 renewal installment is added to the base salary, producing approximately $2,192.31 in gross biweekly compensation from this example. The final installment is adjusted for rounding. This example assumes no other qualifying contracts and does not guarantee any level of commission earnings.

7. Contract Changes, Cancellations, and SuspensionsIf an executed change order or amendment changes the committed service schedule or rates before all installments are earned, the Company will recalculate the remaining prospective installments using the revised contract value. Amounts already earned will not be retroactively reduced except to correct a documented mathematical or payroll error as permitted by law.If a contract expires, is cancelled, is terminated, or enters a non-service suspension before the end of an installment schedule, future installments attributable to periods after services end or suspend are not earned and will cease or pause accordingly. Commission installments already earned remain payable in accordance with applicable law.Ordinary rate increases or continuation of the same services do not create a new Year 1 commission schedule. The only renewal commission is the 0.5% commission for the second contract year.A material addition of new locations, service hours, posts, or separately priced services may be treated as a separate Qualified New Contract only if documented in an executed amendment and designated in writing by the Company as a new incremental sale before the new services begin.8. Sales Credit and Split CommissionsSales credit is determined by the CRM sales-owner record, proposal and communication history, documented assignment, and the employee's material role in developing and closing the contract.If more than one employee materially participates in a sale, the Company will document the commission split in writing before contract execution whenever practicable. The combined split will not exceed the commission otherwise payable for the contract unless an authorized Company officer approves a different written arrangement.Preexisting accounts, house accounts, inbound opportunities, and opportunities substantially developed before the employee's involvement do not qualify unless the Company provides a written sales-credit assignment before contract execution.9. Separation from Employment

Upon separation from employment, the Company will calculate and pay base salary and commission installments that have been earned and become due and payable through the effective separation date in accordance with applicable law. Future installments attributable to payroll or service periods after separation are not earned because the Plan requires continued performance of the position's account-transition, client-support, reporting, and commercial responsibilities, except to the extent applicable law requires otherwise. Nothing in this section authorizes forfeiture of wages or commissions that were already earned, definitely determined, due, and payable.

10. Plan Administration and Prospective ChangesThe Company will maintain records supporting contract value, commission calculations, installment schedules, adjustments, sales credit, and payroll payments. The employee should promptly report a suspected calculation error.The Company may amend, replace, or discontinue this Plan prospectively by written notice. A prospective change will not reduce commission installments already earned or alter the rate assigned to a Qualified New Contract that reached Service Commencement before the change, unless the employee and Company agree in writing or applicable law permits the change.No manager or employee may orally alter this Plan. Any exception or modification must be in a writing signed by the employee and an authorized Company officer.If a Plan provision conflicts with applicable law, the provision will be administered to comply with the law while preserving the remainder of the Plan to the extent permitted.