Use relevant responsibilities, decision policies and operational support records. Explain who handles the recurring work and who directs it.
Do not rely on revenue reports alone
A sales report may show outcomes without identifying the applicant’s daily role. Connect it to actual duties and authority. Distinguish existing staff from recruitment plans and preserve any limits on decision-making.
Explain supplier strategy, approval limits and the team performing routine tasks. Explain how the work is supported across locations and distinguish real reporting lines from collaboration. Audit the proposed chart against board resolutions, delegation policies, job descriptions, reporting records, and examples of decisions the transferee made. Build a dated review file around corporate resolutions, share records, payroll history, organizational charts, premises evidence, and role descriptions. Gather the job description, weekly time allocation, reporting chart, hiring and dismissal authority, budgets, decision approvals, and evidence that other personnel perform the operational work. Pair the chart with payroll records for staff and executed agreements, invoices, deliverables, and contact roles for outside providers. Trace control on both sides from the current share register through the relevant incorporation records. If the company's records are thin because it is small, say so and use what exists: board minutes, signed supplier contracts, bank signing authority.