Prepare a factual description of the position, the pay and period, and the identity and qualification records the applicant relies on, and resolve any meaningful difference between the offer and any supporting letter before it is finalized.
Let each party confirm only its own facts
The applicant can supply credential and identity records while the employer confirms the actual work arrangement. Hypothetical example: a Victoria applicant's offer letter describes a permanent research role, while a separate contractor agreement with the same organization describes a fixed-term project. Ask the two documents to be reconciled rather than picking whichever version sounds cleaner, and keep dated versions so the current one is identifiable.
Build the packet around facts, not a generic checklist. The employer letter should identify the professional assignment, pay, duration, supervisor, and place of work; the applicant’s records should establish citizenship and the required qualification. Add the underlying contract or statement of work when a third-party project explains the need for the role. Hypothetical example: a cartographer is engaged to convert hydrographic survey data into navigational charts for a coastal engineering firm. The deciding records are the signed project schedule, the cartographer’s degree record, and a letter explaining who reviews the maps, rather than a brochure calling the work technical. Check whether the destination jurisdiction regulates any component of the job. Use current passports and original credentials where practical, and explain name differences with civil records. A Canadian can request TN admission during inspection; the employer can pursue a Form I-129 filing with USCIS if the facts call for it. An applicant cannot use TN for a business they control.