IN THIS GUIDE · Test the offer against the listed profession before treating it as a TN case
Get the actual duties in writing
Ask the employer for a description of what the person will do on a typical week, not just a title. Hypothetical example: a Hamilton offer is titled with a technical designation, but the attached duties are mostly administrative coordination. Keep both the title and the duty list for review; renaming the position does not change which occupation, if any, the real work fits. Turn the weekly duties into a short table with deliverables, decision-making, and the person who assigns each task. The useful output is a plain account that can be checked against the listed occupation without relying on marketing language. If substantial duties fit a different occupation or ordinary support work dominates, obtain a candid employer explanation before choosing a process.
Match the qualification to the specific profession
Each listed profession has its own credential or experience rule, and a rule that applies to one profession cannot be assumed to apply to another. Identify the exact requirement for the profession being claimed and gather the degree, licence or supporting record. Keep original-language documents and confirm separately whether translation or credential evaluation is actually needed for the chosen process. For the selected profession, identify the exact record that settles each qualification point: diploma, transcript, licence, experience letter, or credential assessment where it is genuinely relevant. Sequence that collection before drafting the employer letter. A generic evaluation or a broad résumé cannot repair a missing record for the profession actually claimed.
Explain who employs and directs the work
Set out the employer, the pay, the expected duration and, if a staffing agency or client is involved, who actually controls and directs the work. Disclose any ownership interest the applicant holds in the employer or a related company, since TN generally excludes self-employment in the United States and that fact needs an honest review rather than a convenient assumption. Create a control chart showing the legal employer, worksite, supervisor, payor, client, and any applicant ownership. That chart often exposes a staffing arrangement that needs fuller explanation. TN work cannot be substantively self-employed; an ownership or control issue must be addressed directly rather than concealed behind an intermediary contract.
Confirm the right process for the person
Canadian citizens can generally apply for TN admission at an eligible port of entry or preclearance location without first obtaining a TN visa, while an employer may instead choose a USCIS petition in appropriate cases; Mexican citizens follow the applicable consular visa process. Review the person's immigration history and any indication of immigrant intent before booking travel around an assumed admission. Choose the procedure after the facts are stable. A Canadian citizen may seek TN admission through an eligible border or preclearance process, while an employer may use Form I-129 in suitable circumstances; a Mexican citizen normally needs the applicable visa process. The same factual packet should be internally consistent whichever lawful route is selected.
Sources reviewed 2026-09-07. This guide covers a preparation focus; it is not an individual eligibility assessment.
