Relevant position descriptions, genuine offers and the actual hiring timeline can show the plan without asserting completed hires.
Connect each position to needed work
Explain which operational tasks the role will perform and how the manager is supported. A list of titles without responsibilities gives little basis for assessment.
Build the material around the description: a current organisational chart with names and positions, position descriptions for each report, payroll confirming those positions exist, approval limits, and examples of decisions the applicant made about people. Employment records for successors, revised job descriptions, an organizational chart showing reporting lines before and after, handover notes, and correspondence in which others now make the operational calls. Provide a clear ownership chart backed by the relevant share registers, formation and transaction records, or other reliable evidence of ownership and control. Corporate records must establish a qualifying parent, branch, subsidiary or affiliate that is doing business, while dated employment evidence must show one continuous foreign year within the relevant three-year window. Keep hiring records, invoices, leases and financial statements as they are created, so the extension file is assembled from contemporaneous evidence rather than reconstructed memory.