No. The employee must independently qualify, and blanket L-1B requires a specialised knowledge professional. The approved entities, foreign employment, specialised knowledge and proposed assignment all remain relevant.
Check the blanket’s actual scope
Obtain the approval and entity list, then review the employee’s occupation and qualifications rather than relying on a company assurance that all staff are covered. If blanket eligibility is not established, an individual petition may warrant separate assessment. That is a different procedural analysis, not permission to omit facts that were problematic under the blanket.
Ask for the blanket approval document itself at the first meeting, together with the list of qualifying organisations it covers. Hypothetical example: a manager states that the group blanket covers all subsidiaries, and the approval shows a fixed schedule of named entities not updated since a recent acquisition. Verifying that takes minutes and changes everything following it.
The review should then produce a finding on the employee rather than the company: whether the knowledge relied on is specialized, and whether the specialised knowledge professional requirement applying to the blanket route is satisfied. Record both findings and the documents each rests on. The remaining requirements are unchanged by the route chosen, including one continuous year of qualifying employment abroad within the three preceding years and the qualifying relationship between the entities.
A company assurance is a useful starting point and is not evidence.