It is ready for final assessment when the employer can accurately describe the arranged work, employment terms and intended duration and the applicant’s qualification evidence is available. An internal hiring announcement is not the same as having those facts settled. No general processing estimate substitutes for that preparation.
Watch for changes during business planning
Ask the employer to flag changes in responsibilities, reporting or compensation before the application proceeds. If the organization is still deciding what role it needs, separate that business decision from immigration drafting. A hypothetical project cancellation may require the offer to be reconsidered rather than leaving its old duties in the letter.
Confirm the applicable route and current procedures once the facts are stable, and begin U.S. employment only when the required authorization is effective. Watch for the business changing while the preparation proceeds, since a small company's plans move quickly and the role described at the outset may not be the role that exists two months later.
Agree with the owner that any material change will be raised: a shift in what the person will do, a change in who supervises, a decision to hire someone else in the meantime, or a downturn that alters the need. Set a check-in before anything is finalized. A newly created position is ready when the duties are settled, the employment arrangement is real, the qualification question has been assessed and the company can support what it has said.
Avoid resigning or committing to a date against a role that is still being shaped, and treat a start date agreed in an early conversation as provisional until those elements are in place.