No. Later eligibility requires the relevant actual evidence.
Track the role that develops
Preserve business, staffing and duty records and explain changes. A future delegation target does not itself extend the approval period.
Confirm the continuous managerial or executive foreign year within the relevant preceding three-year period, the corporate relationship, and the date the U.S. managerial or executive position will genuinely exist. Build a timeline from the actual foreign employment dates, corporate changes, U.S. launch date and intended assignment. Because the initial new-office approval is limited to one year, the useful review happens with months remaining, not weeks. At extension, the company should be ready to compare the filed plan with actual hiring, sales activity, reporting lines, and the transferee’s calendar. The business must decide whether a launch date can move if evidence or adjudication takes longer than the commercial plan assumes. Initial preparation is front-loaded onto gathering evidence about entities and duties, while a later extension is priced against how much the role and the corporate structure have changed since. A new-office petition is initially approved for no more than one year and requires sufficient premises and capacity to support the managerial or executive role.