The substantive work needs assessment against the listed profession; the title cannot decide the result.
Ask what the employee will produce
Obtain real examples of analysis, decisions and deliverables. If the job is materially different from the proposed profession, a more persuasive label does not cure that mismatch. Start with a three-column comparison: the listed profession, the proposed duties, and the credential rule.
The first review should produce a short finding on each material duty, identify the supervising U.S. employer, and name the record that proves citizenship and qualification. TN is for temporary professional employment by a U.S.
employer; work for an operation the applicant controls cannot be recast as employment by changing an invoice. Hypothetical example: a prosthetic-device designer is offered a role called engineer, but the signed scope is primarily sales administration. The duty matrix, reporting chart and degree record show whether the proposal fits before a classification request is made.
A title-only explanation fails because it leaves the actual service untested. Close the review with the employer’s dated confirmation of duties, supervision and location. That final record is more useful than a generalized recruitment description when a decision-maker tests whether the stated profession matches the work.