No. Present the real structure and have the function-manager requirements assessed. Fictitious reporting lines weaken the record and do not establish qualifying management.
Explain how the function is actually performed
Describe the function, its organizational importance, the applicant’s senior authority and the people or arrangements carrying out the underlying work. Identify decisions the applicant makes rather than relying on a title. A role dominated by performing the function’s routine tasks raises a different question from managing it; show the actual allocation candidly.
Use an authority chart naming the function, staff, applicant decisions, and share of routine work. Hypothetical example: a commercial-greenhouse director sets crop strategy but spends most shifts repairing irrigation lines. Payroll, schedules, and delegation records establish the actual allocation. Confirm the organizational relationship and foreign employment before refining the U.S. title. The qualifying foreign employment period and a primarily managerial or executive U.S. role must be supported; L-1A has a general seven-year cap. Do not treat an optimistic business explanation, a later-created letter, or a family arrangement as proof of a missing eligibility fact. Confirm the routine-work allocation with contemporary records.