Prepare the factual position description, remuneration, intended period, and the qualification and identity records supporting the application. Resolve any difference between the offer letter and a separate support letter before relying on either.
Let each party confirm only what it actually knows
The applicant supplies credential and identity evidence; the employer confirms the position and terms of employment. If a staffing agency and end client describe different responsibilities, ask them to reconcile the discrepancy rather than picking whichever version is more convenient. Keep dated versions of every document and identify the current one before submission.
Create a document index that names the current offer, support letter, credential, citizenship record, and any client agreement. The review should identify which person can correct each inconsistency and should not quietly harmonize conflicting descriptions. Hypothetical example: a U.S.
agricultural-engineering firm hires a Canadian agronomist through a payroll company, while the farm client writes a separate scope that adds sales duties. The payroll company’s letter, the client scope, and the agronomist’s degree must be compared together. A revised scope should be issued before presentation, because the record that settles the point is the actual work arrangement, not the most favourable draft.