Relevant role and decision records should explain the actual level of authority and operational support.
Use specific examples
A signature on an invoice may not explain the whole function. Identify the responsibilities the applicant genuinely exercises rather than inferring them from a payment.
Turn the review into a list matching claims to records: signed service agreements, invoices showing the scale of outsourced delivery, approval thresholds, shareholder or board resolutions, and correspondence in which the applicant directs providers. Current policies, signed resolutions, payroll records, organization charts, and representative decisions should support the position described at filing; a draft can be included only if clearly labelled and its contingency explained. Corporate records must establish a qualifying parent, branch, subsidiary or affiliate that is doing business, while dated employment evidence must show one continuous foreign year within the relevant three-year window. Build the timeline from documents: the employment agreement with its start date, monthly payroll registers, T4 slips for each year, records of the managerial role held during that year, and an organizational chart from that period showing subordinates. Ask for the papers that existed before the transfer was contemplated: the organisation chart in force, the delegation-of-authority schedule, payroll records naming the successor, and the minute recording the appointment. Assemble the chart with names, titles, and reporting lines; a written description for each report; payroll or contracts confirming the positions exist; approval limits; and examples of hiring, review, or dismissal decisions the applicant actually made.