No. A professional assessment can analyze evidence but cannot change the work that occurred. Identify the exact periods and questions within its scope. A favourable label without factual support does not establish the qualifying foreign employment or US managerial role.
Separate analysis from document creation
Pay for legitimate retrieval or explanation where useful, not fictional reconstruction. Confirm government charges and other professional work separately. The company should understand what remains uncertain before treating an estimate as a complete transfer budget.
Prepare a ledger separating government filing charges, document retrieval, translation, professional work, premises, payroll, and operating funds. The decisive records are current fee notices, signed vendor terms, and actual financial documents. An estimate must identify what it does not prove, especially the qualifying relationship, role, or new-office capacity. The person must have completed one continuous year with the related foreign organization during the preceding three years; L-1A stay is generally capped at seven years. Hypothetical example: A a renewable-packaging plant executive whose employer counts an unverified foreign payroll period as qualifying. The first review should identify the missing record, decide whether the facts can be documented truthfully, and postpone the next step if they cannot. Relabelling routine work or reconstructing records after the event creates a credibility problem.
Set the assessor a factual question and inventory what the company can actually prove before agreeing to a fee. A useful review may classify periods, expose missing payroll evidence and test whether the foreign and U.S. duties meet different L standards, but it cannot convert consulting into employment. L-1A still needs one continuous qualifying year abroad in the preceding three, an active parent, branch, subsidiary or affiliate, and primarily managerial or executive U.S. work; the usual maximum is seven years. Obtain current government charges from the official fee schedule and price translations, record retrieval and advice separately. Paying for a desired conclusion is the costly mistake.
Hypothetical example: A Saguenay blueberry processor asks an adviser to review its plant manager’s mixed contractor and employee history. The engagement specifies chronology analysis, corporate-link evidence and a duty assessment, not a guarantee. Management separately estimates certified payroll retrieval and the selected filing charges. When the review finds only ten qualifying months, the processor changes its schedule instead of commissioning a letter that labels earlier independent work as employment.