Do not assume so. Assess the actual U.S. organization and how long it has been doing business.
Identify the relevant operation
A change of ownership and a new-office classification question are not interchangeable labels. Review the genuine business stage and applicable requirements.
If the U.S. side is a new office, the evidence must show secured premises and an operation capable of supporting the role within one year, since initial new-office approval is limited to that period and extension relies on what actually developed. Identify which foreign tasks reverted to the transferee, who can assume them, whether operations continue, and whether the proposed American role remains supported. If planned hires are late, identify interim authorized workers or vendors, recalculate how much operational work the transferee would personally perform, and decide whether the filing date or requested role must change. Qualifying employment abroad also has timing rules, generally one continuous year within the relevant preceding three-year period, which needs a case-specific review. Do not present projected staffing as completed history or assume a business target guarantees approval timing.