A qualifying business relationship, qualifying employment abroad and a primarily executive or managerial U.S. role are the starting points. Each element needs evidence; a business purchase, ownership interest or senior title does not establish the whole case.
Test the three connections
First identify the exact foreign and U.S. employers. Next document the required continuous foreign employment, including duties and any U.S.
travel. Finally explain why the U.S. organization needs the proposed manager or executive.
New offices add premises, financial and first-year operational evidence. Citizenship can affect processing procedure, but residence in Canada does not replace these substantive requirements. Each of the three connections has a different custodian, and confusing them stalls files.
Hypothetical example: A treasury software company promotes a regional lead into a U.S. role, and its human resources team writes the duty description because it owns the job architecture. The description reads as a product responsibility summary and never says who performs the operational work, who reports to the transferee, or what the transferee decides without approval.
Human resources can supply the establishment data; the receiving executive is the only person who can describe delegated authority; counsel decides whether what is described is primarily managerial or executive. Route the draft through all three before it becomes an exhibit, and keep a note of who supplied which statement.