Provide the revised duties and support plan for review before relying on the previous description.
Recheck the role that will actually begin
Identify work the applicant would absorb and whether the applicable requirements remain supported. Do not preserve an unavailable employee in the evidence as existing capacity.
A new-office proposal needs evidence of premises and a realistic plan for the operation to support the claimed role after the initial approval period. A future reporting chart does not itself provide work authorization or justify describing planned support as already operational. Begin with the transfer date, foreign employment dates, approvals, U.S. start, and any new-office milestone. Only then can the petition be prepared, and preparation typically takes several weeks because the organizational charts and the position description are usually revised more than once. Add the twelve-month new-office review to the calendar immediately, and collect first-year evidence from week one. The petitioner must show the U.S. entity has developed enough to support a primarily managerial or executive role, which is a question about what actually happened. Review premises, staffing plans, and financial capacity before treating a target launch date as a guaranteed outcome.