No. Have the actual role transition and any required procedural steps assessed.
Review before acting on the new title
Provide current duties and documents. An internal milestone does not determine immigration classification or continued permission.
Keep the submitted business plan and record any change in staffing, duties or operations as it occurs, since the developed operation matters at extension. Start with the facts that exist today: names of parties, dates, duties, ownership rights, payments, and any condition that could change the arrangement. Update the duty breakdown, authority, staffing, worksite, and corporate facts, then determine whether an extension or amended filing is required before the authorized period expires. In a new-office case, the initial period is no more than one year, with the required role supported within one year of approval; an amended recruitment forecast does not extend that period automatically. Review premises, staffing, and financial capacity honestly before treating a planned launch date as equivalent to an immigration decision. Where the change is substantial, ask whether an amended petition suits the situation rather than waiting for the extension, which will be assessed against what the role actually became.