No. Identify the actual legal employer and relevant relationship using reliable records.
Separate branding from the employment account
A project badge or email domain may not establish employment. Explain the organization that engaged and directed the worker rather than assuming the brand answers the question.
Identify the specific process, product, or procedure at issue and document how the employee acquired and applies that knowledge, rather than describing general loyalty or years of service as the qualifying fact. Where training evidence helps is on the first question: if the company's own records show that a competent industrial technologist takes eighteen months of internal work before being trusted to requalify a formulation, that is direct evidence the knowledge is advanced and company-specific. Specialized knowledge must relate to the company’s products or reflect advanced command of company processes; familiarity with an obsolete version does not prove mastery of a replacement, yet unchanged expertise need not be discarded. The U.S. position must require special knowledge of the company's products, services, research, equipment, techniques, management or other interests, or advanced knowledge of its processes and procedures, rather than ordinary occupational skill. Prove an uninterrupted qualifying foreign-employment year from the applicable three-year lookback, the required parent, branch, subsidiary, or affiliate link, and ongoing business abroad plus either U.S. business or compliance with the initial new-office requirements. The training outline should flag modules requiring company-product knowledge or advanced understanding of internal processes, and it should distinguish the applicant’s contributions from shared material.