No. Assess the actual knowledge and evidence against the applicable L-1B standard. Compensation alone does not establish the classification.
Explain the relevant experience
Identify what the applicant knows about the organization’s product or processes and how the U.S. role uses it. A market-value argument should not replace evidence of the actual knowledge or the other transfer requirements.
Explain the employee’s real command of the relevant company methods and their application rather than assume either that secrecy is mandatory or that publication proves every requirement. Reconstruct when the employee acquired and applied the company-specific knowledge, using assignments, training, product versions, problem records, and supervisor accounts rather than the date printed on a new title. A developer's long experience with widely available tools is not enough by itself, while special or advanced knowledge of an internal platform may qualify even if it is not proprietary or unique. 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. L-1B requires specialized knowledge, not merely general technical competence, alongside one continuous year of qualifying foreign employment within the previous three and a parent, branch, subsidiary, or affiliate relationship.