Use genuine staffing, service and role arrangements relevant to the actual operation.
Separate plans from completed support
A future hire should not be described as already relieving the manager of work. Explain the realistic sequence and the applicant’s duties at each stage.
Provide a clear ownership chart backed by the relevant share registers, formation and transaction records, or other reliable evidence of ownership and control. Provide relevant status approvals, admission and departure records, work history and evidence of periods outside the United States. Use accurate records of the people, systems and contracted support that perform the function’s routine work, together with the applicant’s actual authority. Use accurate role descriptions, relevant qualification requirements and evidence of the work actually performed, alongside the applicant’s management responsibilities. Provide relevant entity and operating records that identify the actual organization, locations and employer relationship. Use the actual delegation, role records and supporting arrangements, with effective dates and any limits clearly identified. For a subsidiary with three technicians, the strongest evidence is a set of executed service contracts with U.S. customers, invoices issued against them and bank statements showing the payments arriving. Pair the chart with payroll or contractor records, role descriptions, examples of delegated decisions, and an explanation of how overseas support serves the proposed US function.