Have the employer resolve the actual terms and issue accurate final materials. Do not edit a signed employer document yourself or present incompatible versions without explanation. A preparation log can track which issue was resolved, who confirmed it, and which final document records the agreed terms.
Correct the source of the inconsistency
If HR used a template from another role, ask HR to replace it using manager-confirmed facts. If the manager’s description reflects an unapproved change, obtain a decision before drafting around it. Keep the applicant’s resume and academic evidence truthful rather than modifying them to fit the employer’s template.
The final review should check employer identity, duties, qualifications, duration, and compensation together. The objective is an understandable evidentiary record, not identical wording in every document. Ownership of each document decides who fixes it.
The employer owns the support letter, the offer and any internal job description. You own your resume, credential evidence and passport. Neither side should edit the other’s record, and a correction made in the wrong place creates a second inconsistency instead of closing the first.
Hypothetical example: an offer for an animal breeder carries a title lifted from a template written for a farm operations role, while the manager’s description matches breeding programme work. Ask the employer to reissue the letter using the confirmed duties instead of adding a note that contradicts its own document. Return each disputed item to its owner with the exact line at issue.
File every superseded version internally, marked superseded, so the sequence can be explained if anyone asks how the final wording was reached.