Our dear lifelong hometown friend, Bubba (Bo Brinkman – Writer-director) got the idea to write “Last Man Club” in 1991 while sitting at a red light in the back of a New York City cab. Four older gentlemen wearing WWII uniforms pulled up beside him in a 1965 Dodge Dart. A small plastic US Flag was fixed on the dashboard of the car. They were laughing and cutting up like a bunch of teenagers and Bo got an emotional lump in my throat just watching them for that brief moment before the light changed.


The next morning he read a story in the New York Times about a veteran from World War I who was the last surviving member of his regiment. He had received a bottle of wine his regiment bought after the war.  The bottle was passed from one member to the next for almost seventy years until it found him. He was to open the bottle and drink to his fallen comrades. It’s called a Last Man Club. The article showed a picture of him in uniform, sitting in a wheelchair with the bottle proudly displayed on his lap. A caption read, “I lived long enough to get the bottle but now I’m too old to drink it.” Bo had already decided to somehow write their story…  He completed the script in 1996.


The several years of pushing the film for production were a nightmare of collectors and debt and he finally accepted the fact that this film would never get made. Bo took a job, helping with some documentary work covering the civil war in Sudan, Africa. When he came home at the end of 2013, he wanted to get back into filmmaking. A lot had changed since his last endeavor in 2009 when film was shot with very costly 35mm film. The HD camera had evolved to a hard drive and the new lenses were amazing. Production costs were lowered considerably by the improved digital technology. There were several projects Bo wanted to do and never really considered looking at Last Man Club again. He had not looked at that script in almost twelve years. At the urge from his friend, Teddy, he read it again in one sitting and realized that he had to make this film to close a chapter in his life.


Enter Jani and Joe Clemons into the story.  Jani celebrates her birthday in early March.  She had a gathering of her friends in Kemah to celebrate her birthday. Her friend, Linda Pandolph was in Washington DC receiving an award for her company and was not able to attend the party.  Bo was there and was talking to Jani and Joe about wanting to produce his script and talked about his concern of someone with financial savvy be in control of the film funds. It had to be someone he trusted, and with whom he could not only trust but communicate with some existing business infrastructure. Jani and Joe chimed almost simultaneously, “Bo, you should call Linda!  She’s been talking about her dream of making a movie ever since we can remember!!!”  Thus the dream of making a movie became a reality. Linda Pandolph joined forces with Bo and spent the next six months helping raise the money and soon everything fell into place fairly easy. Last Man Club became a fully financed in June and… then in late June, Bo found out he had rare cancer, a malignant tumor behind his left eye.


Bo decided right then that we would move ahead with the LMC film project no matter what.


After his first surgery and a one-month hiatus in filming LMC and in physical recovery, Bo was back to work with Linda on LMC. The radiation treatments had weakened him so much that it was difficult for him to function at times, but failure was not an option. It seemed there was a higher power at work against us for a time.  There were so many mishaps with losing locations, wardrobe and equipment breakdowns that just making it to the next day was a victory or sorts. It seemed every disaster became a blessing and every location lost became a better one found. We were a well-oiled machine and yet little came off as we had intended because the circumstances constantly changing due to weather or mishaps. Linda Pandolph, who took complete control of the film before production concluded and also a first time filmmaker never lost her cool and helped guide us through the very tough spots. We’ve never seen such dedication from talent and crew who were so grossly underpaid for their time and work on this project.  In the end, we came away with a low budget film that looks and feels like a studio movie.  Last Man Club has won more than 20 Film Festival awards to include Best of Festival, Best Feature Film, Best Actor, Best Actress, Best Supporting Actor, Best Young Actor and Best Director.

The Video on Demand and the DVD will be released on May 23rd. For more information, please check for details after May 15th.  You can pre-order to own the digital download of Last Man Club on iTunes now  Follow us on

5-LMC_5x7wBanner Ken Schwenker Producer, Bo Brinkman writer director Producer, Linda Pandolph Executive Producer Las Man Club 201611326228_1630373883894115_1747793662_a 13768186_184910498594080_606498845_n 14360225_1787855851427295_1209818835_n(1) 14360225_1787855851427295_1209818835_n 17819123_432334650449632_2829710658616950784_n

Expanding JC2 Technologies

JC2 Technologies is in the process of expanding our business to include a division that will be focused solely on Executive and Sr. Level Retail Placement.


img_2934To help with this process we would like to welcome Sharon Pietruniak to the JC2 Technologies Team.

Sharon will be involved in the expansion process as she has over 15 years of experience in all facets of Retail Operations.

Sharon spent 15 years working as a Sr. level Information Technology Executive in the retail industry, this allowed her to gain vast knowledge

in all aspects of Retail Operations including but not limited to Merchandise Management, Store Operations, Sourcing and Procurement, Logistics

and Distribution, Supply Chain Strategy, Replenishment, E-Commerce/Omni-Channel Operations, etc.  Sharon has already shown a bright future

here with JC2 Technologies when it comes to client relations Sharon truly understands the meaning of JC2’s slogan “People First”.  Sharon works

hard to ensure 100 percent satisfaction with every client and continues to grow our knowledge here on retail operations.

60+ Hot Tips for Summer Jobs and Where To Find Them

Author: Jacob Share




Knowing this can open your eyes to options you haven’t already thought about.

A summer job can be any of the following:

  • a job that only happens in the summertime
  • a job whose timing this year happens to match up with the coming summer
  • a job related to something that experiences a temporary or regular hiring boom, such as in the summer
  • a regular job that a company temporarily gives to a lower-salaried person until a full-time hire is found, such as a student available in the summer

In other words, if you’re NOT a teenager, student or graduate, most summer jobs will probably not be relevant to your career unless you want to test a new direction or you work in a seasonal industry.

That said, you can use a summer job as a way to get your foot in the door of a targeted company, and then impress the employer into hiring you full-time.


Now let’s take a look at what’s so special about summer job hunting.

Target industries that boom in the summer

Entertainment and tourism-oriented businesses do better in the summer as people go on vacation, everyone knows that, right? Yet there are lots of other industries that boom in the summer too for less obvious reasons. Read on for ideas below.

Be the first to apply …

Many summer jobs require little to no experience. To save time and money, many employers will hire the first reputable (read: trustworthy) candidates that apply.

… But you don’t have to be the first to apply

Many summer job openings are already filled by April, but with all that time until the jobs actually begin, things can come up and plans can change. Candidates may decide they prefer other jobs or not to work at all, and employers may realize they need more help than anticipated.

Treat application forms like resumes

Many summer jobs, such as at fast-food restaurants or retail stores, will want you to submit an application form instead of a resume (which many teens might not have anyway).

Spend the time to complete any forms correctly. If the form needs to be filled in by hand, take a few copies in case you make a mistake you can’t correct. Like with a resume, have someone reliable proofread your applications before you submit them.

Stay open to working multiple jobs

If you read my summer job history, you’ll notice that during 3 different summers, I worked more than one job. That was never planned in advance – although it could have been – but if you keep your eyes and ears open and stay ready, you can quickly jump to a better job or just another one if your first one ends early.

Experiment and take risks more readily

Are there are any job search tactics you’ve been too shy to try on your long-term career job search? Give them a shot during the summer when there’s less at stake. You’ll learn what works for you and what doesn’t, and build more confidence for when you really need it.

Play up your specific qualities

If you’re a teenager or student, aim for jobs where having a flexible schedule is important, or dealing with other teenagers and students.

If you’re an adult, aim for jobs where employers will feel more comfortable by your experience, or where you’ll need to work with people who might be uncomfortable dealing with teenagers and students.

Don’t start your own business unless…

… you can clearly make money immediately, or you won’t need to.

Summer is short and if you try the wrong idea, you might waste the whole summer without any returns for your efforts.

DO start your own business during the summer if you’re not desperate for cash right way and are hoping to time things so that earnings will arrive after the summer when you’ll need them more.

Aim to return next summer

Make this your last summer job search by impressing your employer so much they’ll want you to come back next summer.

When the summer ends, ask about returning and try to get a date during the year when you can followup for confirmation.

With those tips in mind, here are lots of ideas where to look for summer jobs.



Previous summer employers – call to see if you can have your old job back or a new one

Your family business

Your friend’s family business

At home i.e. get paid for chores or odd jobs in your house and/or the neighbors’

Get your parents to ask their friends

With your friends who have already lined up summer jobs that might need more people

Student career centers

Local employment services and bureaus

Store & restaurant windows

Shopping malls / shopping centers

Public bulletin boards, such as at community centers, churches, synagogues and mosques

Ads in local, regional or national newspapers

Classified ads in local, regional or national newspapers


Job boards – search for summer-specific openings

Summer-only or seasonal job boards – just google “summer jobs”

Online forums where people chat about summer plans

Twitter accounts that list summer jobs

Facebook groups and pages, both general and those only for summer jobs

Classified ads online, such as on the Craigslist site for your area

Search the websites of local newspapers for articles about companies that are hiring this summer


As promised, this list should inspire you to find summer jobs that others haven’t even imagined:


Summer schools (for teachers)

Summer camps

Schools, camps and programs for special needs kids

Doctor’s offices

Medical and/or dental clinics


Customer service centers / call centers

Companies that offer internships

Software testing (QA) & summer projects at technology companies

Lifeguards at community pools/beaches/gyms/camps

Beaches – selling t-shirts & other gimmicks

Ice cream parlors, outdoor cafes and other dessert places

Amusement and theme parks

National parks


Stadiums, arenas and other sports event venues

Rental agencies – cars, trailers, boating, apartment rentals

Photo studios, shops and camera stores

Toy stores

Golf courses, tennis courts, parks and anywhere people pay to play sports

Movie theaters

Bars and clubs

Restaurants and fast-food branches


Mother’s helpers and au pairs

Babysitting as daycare centers close


House-sitting as people go on vacation


Tourism jobs such as guides, trip organizers, drivers, greeters, museums, guards, flea markets

Annual festivals in your city or region

Businesses that need to prepare for the fall season, like the textile & school supplies industries (shipping departments)

2016 Job Seekers – Things you need to know

Written by Dawn Rasmussen

2016 Job Search: The new year is just around the corner, and a lot of people are making forecasts about hiring trends.

There are a few people that I trust on their predictions, and Laurie Ruettimann, a well-respected and leading-edge thinker, speaker, writer, and consultant within the human resou2016 job searchrces space, is one of them.

She recently prognosticated the top recruiting trends for 2016. You can read about them here:

What she predicts is exactly what I have been seeing on my end when working with job seekers.

As employers have been gradually adding jobs or loosening hiring freezes, it’s become a seller’s market for job seekers.

But before you start rubbing your hands together gleefully, exclaiming, “Laissez les bon temps roulez!” (“Let the good times roll,” for those of you who haven’t been to New Orleans before), there are few things you should know before considering a job move.

Know your value, but don’t piss off recruiters or hiring managers during a 2016 job search. They have long memories, and also talk amongst themselves.  So yeah, you might be courted by multiple employers to come work for them, but don’t tease them if you really have no sincere interest. And be smart before you try to play them off of each other.

Most industries are becoming even more incestuous during a 2016 job search. Because everyone is feeling safer about making a job move now that things are relaxing more in terms of available opportunities, it doesn’t mean that people are going far.

So to the point above about how people talk?

Yeah, that.

Remember that you should always treat everyone with respect because you never know who might be the decision maker. They are making moves too, and you could find yourself talking to a person you ticked off when they worked at a different company.

Continue to be frustrated with applying online.  No technology service provider has completely figured out how to use software to make the hiring process easier.

So while employers are still bumping into themselves trying to create a “glorious candidate experience”, the problem is that for the job seeker, it’s still the proverbial black hole. And people are still frustrated with the lack of the human touch.

But there is a solution, and I’ll keep hammering this home til the last breath escapes my body:

At the end of the day, you can try and go through the “front door” of formally applying online, but people hire who they know.  That’s where a cultural and chemistry fit happens.

So quit clicking send endlessly and getting mad at your computer screen hang times.

Get out there and network the hell out of your network.  It will make a big difference in your 2016 job search.

– See more at:

How to Make a Tight Labor Market Work For You

How to Make a Tight Labor Market Work For You

It’s an employee’s market – at least when it comes to jobs. Unemployment is at its lowest in seven years and many companies are scrambling to fill positions for skilled workers.

According to a recent survey by the National Association for Business Economics (NABE), 35 percent of the economists surveyed reported their firms had seen shortages of skilled labor during the quarter ending in July. And earlier that month, the National Federation of Independent Business said that 44 percent of small businesses looking to hire reported few or no qualified applicants for positions they were trying to fill.

With so many Americans still struggling to find well-paying jobs, what’s going on here?

One factor fueling the tight labor market is a shortage in actual skilled laborers. As more and more work becomes entwined with computers and other technology, jobs that once required little or no training now call for workers with technological skills or other specialized training.

The recovery has also been stalled by a lackluster growth in wages. The NABE survey found that only a 49 percent share of companies were anticipating wage increases in the next three months, up a meager three percent from the April poll. This might suggest that companies aren’t offering the right incentives to lure workers.

But even though employers may not voluntarily be offering desirable salaries or perks, this doesn’t mean they aren’t available. In some ways, skilled workers are in an enviable position. With fewer competitors, they have more leverage to negotiate a better salary.

Of course, not all industries are facing shortages, so it’s important to do your homework beforehand. As long as you’re well informed about the position and can make a convincing case for your value, you should definitely try to get as much as you think you’re worth.

But pay is only part of it. A little imagination can yield perks and benefits as attractive as a high salary – things such as flextime, job sharing, or opportunities for career advancement down the road. Maybe the company has offices in a different city where you’d love to work eventually. Maybe they can offer a pay increase after a six-month period or tuition reimbursement.

Sometimes a tight labor market can put a coveted job at a company of your dreams within reach. In this case, it’s not the high salary, so much as your foot in the door that counts. The key is to look for solutions and alternatives without being pushy, greedy or unrealistic.

As always, don’t discount things such as work place culture and the personality and working style of your supervisor. No matter how prestigious or lucrative a job is, it doesn’t mean anything if you’re not happy. Use this opportunity to find a job that fits all of your requirements – personally, financially and professionally.

How To Write The Perfect Resume

“Despite the rise of social media and online job applications, the cover letter and resume combination is still the cornerstone of a successful job search. Because of that, one of the questions we hear most often from job seekers is “What should I put on my resume?” In fact, we hear it so often that we decided to look at our data to help job seekers create the perfect cover letter and resume.

To determine which resume strategies were the most effective, we looked at our resume database, where hiring managers can rate candidates on a scale of 1 to 5 Stars. We analyzed our database of over 3,000,000 resumes to see why some got the highest rating – and a chance at landing the candidate a new job – and why some got the lowest rating, and ended up in the virtual trash.

By looking at keywords, length, and sections, we were able to create a profile of the perfect cover letter and resume: what you should include, what you shouldn’t include, and plenty of tips to help your resume and cover letter stand out from the crowd.

The Perfect Cover Letter

First, let’s answer a question that we hear all the time: Should you use a cover letter?

Yes! Cover letters increase a resume’s chance of receiving a Five Star rating by 29%.

Our findings also give clues as to what you should include in a cover letter:

Your Mother Was Right… Politeness Matters

A cover letter is the first chance you have to impress an employer – or to turn them off permanently. Wondering how to impress? We found that the phrase “Thank you for your consideration” was included in 10% more Five Star resumes than One Star, which means that your mother was right: politeness is important. Definitely thank the reader for taking the time to read your cover letter.

Display Confidence That You’ll Get The Job Done

Also, be aware that an employer has posted the job you’re applying for because they have a problem. Whether a long-time employee recently retired, or the company is growing quickly because of strong sales, the employer has a need that must be filled. We found that it’s important to present yourself as a solution to that problem, and not as work in progress focused only on your own career trajectory. Words like “learning”, “develop”, and “myself” have a strong correlation with One Star resumes, meaning that employers want a team player who is ready to start contributing to the business on Day One.

The Perfect Resume

Keep it Relevant

When you sit down to write your resume, one of the first decisions you’ll have to make is what to sections to include. We found that resumes containing the following sections are 1.7 times more likely to receive a Five Star rating:

Work History
Which makes sense – employers want to know everything about you that may be relevant to your ability to perform the job they’ve posted.

What Not to Include on Your Resume

Sections that employers find irrelevant are Languages (somewhat surprisingly) and Personal Interests and Accomplishments (not surprisingly):

Languages Spoken: Mention any additional languages spoken if the job calls for bilingual candidates, but otherwise save space and leave it out.
Personal Interests and Accomplishments: Leave out your hobbies and keep the fact that you won a spelling bee in 5th grade to yourself – employers don’t care.
Including these sections can make it 24% less likely for a resume to receive a Five Star rating.

Use Power Keywords

When we looked at how certain keywords affect the Star Rating of resumes, we found that words that implied management skills (not necessarily as a manager: time management is an example of a management skill everyone needs to have), a proactive stance towards working (“responsible”, “support”, and “client” speak to that) and problem solving skills (“data”, “analysis”, and “operation”) were the most highly rated.

Additionally, using these Power Keywords in your resume can increase your chance of a Five Star rating by up to 70%:

Remember, though, that keyword stuffing will more than likely lead to your resume being discarded. Make sure you only include words that are relevant to your skills.

Keywords to Absolutely, In All Cases, Avoid

You’ll also want to avoid keywords which may give employers the impression that you’re inexperienced, require a great deal of training, or are put off by hard work. These negative keywords have a strong correlation with One Star reviews, with up to a 79% greater likelihood of receiving the lowest rating:

Find the Goldilocks Length

Resumes between 600 and 700 words in length were rated much higher than resumes that were less that 500 words long, and anything over 700 words began to trend towards lower Star Ratings. Keep your resume in the 600-700 word Goldilocks length (not too long, not too short).

Our data also shows that your Summary should be between 90 and 100 words in length, and that your Objective should be approximately 30 words long. Following these length guidelines results in a 30% boost in the chances of receiving a Five Star rating.”


By Scott Garner 

Re-Blog: Use Your Inside Voice by Drew McLellan

When people think about marketing, they typically think about external marketing – marketing tactics aimed at potential customers. But no business can afford to forget to actively and regularly market to their employees.  In fact, your employees should be your #1 audience.

I’m not sure why business owners and leaders don’t see the importance of targeting their employee base, but it’s often either completely forgotten or it’s one of the smallest line items in the budget.

Why is marketing to your own employees so important? Who usually interacts with your clients?   It’s not you. It’s not the CEO.  It’s the front line employees. Typically, the employees who are paid the least and told the least – interact with your customers the most.

So, to your customers – those employees embody your brand. How confident are you that those employees even know what your brand is, let alone how they should deliver it?

There are some ways you can consistently market your core messages to your internal team.

Mission, Vision, and Values:  95% of companies use these tools incorrectly. They’re either too long, too full of jargon or so full of clichéd words that they are absolutely ineffective. If every employee can’t understand and recite them from memory — they aren’t going to do the job.

Just as a reminder – Your values are the guiding principles or beliefs that set the tone and boundaries for the work you do.

Employee handbook/orientation:  What you deem important enough to include in your handbook and your orientation speaks volumes. Don’t just talk about the functional aspects of the job. Talk about their role in the company and how they influence and communicate the brand. Also take the time to tell them how the brand came to be and give them some tangible examples so they can begin to connect in a real way to the ideals of the brand.

Employee recognition and reviews: If it matters enough to you to make it a part of an employee’s review or in the way you reward employees – they’ll understand that it must be pretty important. When you recognize an employee for something specific in front of the entire team – believe me, they take notice.

They should see everything first:  Most employees see their company’s new brochure, TV spot or website the same time the general public first views it. I’ve seen many a retail employee get blindsided by a coupon, special offer or sale that they didn’t know anything about. Make a commitment that you’ll find a way to give your employees first viewing rights to all your marketing materials.  Otherwise, they rightfully feel like an after thought.

Tell them the whole story in real time: Usually employees hear about a great marketing initiative after the fact. They hear about the record sales or huge product demand once the consumer has reacted.  Instead – unfold the story as it is happening. Tell your employees about the research and development discoveries. Show them the early comps of the packaging.  Depending on what you sell – let them be beta testers. You get the idea – bring them along on the journey so they’re better equipped to talk to your customers about the new offering.

Not keeping your employees in the loop is a little like buying an ad in the local paper or trade publication – and then not filling the space with anything. Your employees are going to interact with your best customers and most promising prospects. Do you want them to be full of accurate information or a blank slate?

It’s your call.

McLellan Marketing Group is an advertising | marketing agency based in Des Moines, IA, and serving clients all over the US.