L-1A/B are common, but tricky, US visa for corporate relocations. We have a high success rate in these cases. 

The key is to prove the employee's knowledge is managerial, or advanced and proprietary. You need to prove that your skill relates specifically to your company's internal products, processes, or systems, not just general senior-level skills (e.g., "Agile methodology" or "cloud computing"). 

We focus on the knowledge they hold: the architecture of a proprietary platform, the unique process for a 0-to-1 product build, or deep knowledge of a legacy system vital to the US launch. 

You will need highly detailed, credible organisational proof, from training evidence, letters of proof of specialised knowledge and required tasks in the US to support your application.

‍

Proving Knowledge is Specialized:

Your primary challenge is proving your expertise is proprietary to your company, not just a high-level version of skills available on the open market. You will need hard evidence and expert letters to prove that your knowledge of your firm's internal platform, proprietary codebase, or unique processes is indispensable and would be nearly impossible to find in a new hire.

Establishing the "Essential" Need in the US:

The L-1B employee is not a manager. The challenge is proving their knowledge is "essential" for the new US entity to launch its product, service a key US client, or integrate with the global platform. This involves properly defining their US role, their direct influence on implementing the proprietary tech for the US market, and ensuring the petition strongly articulates why a local US hire cannot do this job without significant disruption and ramp-up time.

With guidance, we help applicants get the proper internal documentation, such as training matrices showing a long ramp-up time, documents on internal-only projects, or proof of your unique role on a critical R&D initiative, to illustrate this specialized knowledge to USCIS. non-transferable value to USCIS.

‍