Your talent.A bigger stage.

Hypothetical example: a Guelph applicant has a written U.S. offer, but the employer changes its legal entity before the intended start. Assessing TN now requires checking both the professional role and the employer that will actually engage the applicant. A familiar brand name does not establish that the old offer still describes the employment. The classification is limited to a Canadian or Mexican citizen who will fill a listed professional role for a United States employer. A Canadian may commonly request admission during inspection or preclearance, while the employer can seek USCIS classification using Form I-129. The arrangement cannot be a way to perform services for a business the applicant owns or controls. Before choosing a filing path, match the actual entity, duties, profession and credential instead of relying on a job title. Ask whether the employer would describe the same professional engagement in its internal staffing plan. That comparison detects an overstated title, a hidden third-party arrangement, or duties that have shifted into another occupation. The decision is whether the record is accurate enough to proceed now or whether the company must define the role more carefully before the applicant travels. Have the applicant and employer sign off on a final fact sheet containing profession, actual duties, legal employer, workplace and proposed duration. The last decision is whether any commercial change has made that sheet inaccurate. A concise, truthful revision before travel is better evidence than an elaborate explanation after an officer finds conflicting descriptions.