Explain who performs the work during the gap and how that affects the intended role. A future contract is not current operating evidence.
Document both phases of the assignment
Provide the interim duties, expected transition date and signed or proposed contract terms. Ask whether the actual role and timing support the selected petition. For a new office, keep the initial period and extension evidence distinct. Do not assume that a later delegation cures every issue in an earlier description or guarantees the first-year managerial capacity.
Place foreign employment, filing, entry, staffing, and the future managerial role on one calendar. Hypothetical example: a seed-processing company projects three supervisors but none has accepted an offer. Signed hiring evidence and job descriptions distinguish a forecast from current capacity. Test the qualifying year and organization relationship before committing to the start date. A new-office initial approval is limited to one year, and later delegation cannot rewrite the applicant’s actual duties at filing. Do not treat an optimistic business explanation, a later-created letter, or a family arrangement as proof of a missing eligibility fact.