I went, what do I have to lose?

Military's not going anywhere.

If it doesn't work out, fine, I'll go in at 18.

I go in at 19, everything will be okay.

So as I'm working there, I was asked to come on as a partner.

And again, that was one of those where, OK, I have to get creative with funding.

How am I going to get in here? And I purchased almost every way, every way with every paycheck, so on and so forth.

David, what's your vision for your leadership, your legacy, the impact that you want to have in the years ahead?

The hilltop litter pickers do a great job voluntarily cleaning the streets each fortnight, but it seems weeding and some of the general tidying we might expect to be funded from our council tax and undertaken by either the town or Dorset Council has fallen through the cracks.

I have to say, in places it is a little scruffy.

You know, Angel Lane Car Park was, we did that a couple of weeks ago.

We've done a lot of work on outside St Peter's Church Hall and around the Hovis Loaf and the bike, just because it's, well, to take a bit of pride in what we represent, really, and the town's very important.

And I have to say, the number of people that have just stopped and said, well done, it looks great.

Shaftesbury & Bloom's David Pearson says Tesco helped the group before with donations, but this time the support was practical and visible, and very much welcomed.

They've always been generous with donations, you know, and compost and bark and what have you.

But they've built a bit of a relationship with, I think he's called Luke.

Your origin story, where you grew up, what led you to where you are with Extensys and like what Extensys does basically.

Absolutely.

So I will keep it as brief, but as detailed as possible.

So I grew up in a suburb right outside of New York City.

My father was originally a New York City cop who retired midway through.

My mom was a stay-at-home, raising us children.

You know, child care is very expensive.

What are the top things at the moment CEOs and CFOs are asking for from HR, the things that they really want to see? What's the meaty bits in those conversations that you see coming up again and again and again?