Prepare an accurate duty and pay description from the employer, plus the applicant's citizenship and qualification records. Resolve any inconsistency between the offer and any separate client or agency letter before relying on either one.
Let each party confirm only what it actually knows
The applicant supplies credential and identity evidence; the employer confirms the real working arrangement. Where an agency and an end client describe the assignment differently, ask them to reconcile the description rather than picking whichever version reads better. Keep dated copies so the current version is clear.
The signed employer description, read alongside the precise credential evidence, generally resolves the issue more reliably than a title, résumé, or informal assurance. For documents, reconcile the employer letter with any assignment agreement, invoice structure, and worksite statement. Keep identity and credential records separate from employer evidence so a reviewer can locate each quickly.
Decide which signer can truthfully explain the assignment if a question arises. Hypothetical example: A dietitian is assigned through a cross-border staffing firm; the employer letter and client schedule must be reconciled before either is used as evidence.