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A brochure describes company material without necessarily establishing what this person knows or will do. Provide relevant individual records.
Hypothetical example: a railway-signalling software group transferring an engineer who maintains its proprietary test library. Collect records that tell one continuous story: corporate relationship, foreign payroll, role history, training materials, examples of the specialized system, and a detailed U.S. duty description. Avoid turning confidential material into an unsupported assertion; a redacted manual, controlled-access explanation, or declaration from a knowledgeable supervisor may be more useful than a bare claim. Reconcile dates and entity names across contracts, pay records, and letters. The key decision is whether the evidence explains the knowledge without exposing unnecessary commercial information.
L-1B requires qualifying organizations, a specialized-knowledge role, and one uninterrupted qualifying year with the related organization outside the United States during the three-year lookback. L-1B time generally ends at five years, while L-1A has a seven-year maximum. A title or a difficult-to-replace employee does not itself establish specialized knowledge.
Use records created closest to the event: signed agreements, payroll or bank evidence, corporate records, licences, civil documents, and dated correspondence. A careful review identifies what each record proves and what it does not prove. Do not solve a factual gap by copying a favourable label from another route. Make the next decision only after the missing fact is either documented, changed, or plainly described as unresolved.