Use the actual scope and relevant evidence of the services delivered, together with the applicant’s responsibilities.
Connect the contract to reality
A broad proposal may differ from the effective service arrangement. Explain exclusions and internal work honestly instead of treating the vendor’s marketing description as a staffing record.
Organize evidence by the proposition it proves. Corporate records and ownership documents establish the relationship; payroll, tax, and employment records establish the overseas service; organization charts, position descriptions, and authority records establish the foreign and proposed US roles; invoices, contracts, and operating records establish that the companies are doing business. A first review should flag date conflicts immediately. A chart showing staff today does not prove they existed during the qualifying foreign year, and a business plan does not prove that a new office already has operating support. Where contractors perform work, obtain the executed agreement, scopes, invoices, and a clear explanation of who directs them. The overseas employment must amount to one continuous full-time year in the applicable three-year window, and the person’s L-1A stay is generally subject to a seven-year limit. Hypothetical example: a specialty-coffee importer proposes its Canadian procurement manager for a US role. Her offer letter calls her executive, while the weekly schedule shows her personally receiving deliveries. The deciding documents are the dispatch manager’s job description, payroll proof that the role is filled, and her written authority over supplier contracts and purchasing thresholds. They either show a managed function or reveal that the title is doing all the work.